The Business Case

The business case for disability inclusion is the same as the business case for diversity inclusion. Disability is a dimension of diversity that includes all other diversity dimensions. The Talent Case.

Individuals with disabilities are often recognized for their innovation, problem-solving capabilities, and creativity. Today, as the US faces a growing shortage of talent, it is time to address attitudinal biases that are preventing talent with disabilities from being included and build the business case for inclusion and accessibility.

Today there are more than 50 million Americans with disabilities. Largely as a result of the ADA, the ADAAA and Individuals with Disabilities Education Act, more and more students are completing their education and expect to be included in the workforce. The disability community is growing. Eighty-two percent (82%) of disabilities are acquired through age, illness, accident, terrorist/violent acts or war. And disability is as diverse a dimension as you can find.

 Workplace diversity leads to increased revenues, reduced costs, greater innovation, increased employee engagement, increased productivity and commitment. However, in order to reap these benefits, organizational leaders must clarify the connection between their diversity efforts and their business goals. Businesses that value diversity understand that disability inclusion adds another dimension of value.  Several companies, including Starbucks, Northrop Grumman, AT&T, and EY, have increased their inclusive hiring practices, recognizing that hiring people with disabilities can improve the bottom line and increase customer loyalty. The report also suggests including adults with disabilities in advertising and marketing efforts and training employees on working with and meeting the needs of those with disabilities will improve the organization’s talent acquisition and employee loyalty.