Accommodations are low on cost but high on impact. Making such provisions result in retaining valuable employees, enhancing morale and productivity, reducing workers’ compensation costs, as well as advancing organizational diversity. For those accommodations that do have a cost attached to them, they are oftentimes lower than the cost of company turnover. We live in an ever-changing world. This means that we need that employees with the ability to adapt to varying situations and circumstances. On a daily basis, those with disabilities think creatively how to solve problems and accomplish tasks. As an individual who is afflicted with partial hearing loss, this is a trait that I can personally attest to. I have come to learn which technologies work better for me as well as learn about new ones. I know how to adapt to different situations in which I may not be able to hear as well and still be productive. Creative problem-solving has become second nature in my business. For those of us who are afflicted with a disability, this way of working translates into innovative thinking, fresh ideas, and varied approaches to confronting challenges and achieving success.

A Culture of Disability Inclusion

Unfortunately, not all employers know how to effectively recruit, retain, and advance employees with disabilities. They also do not understand that by learning how to do these things, it facilitates a culture of diversity and inclusion. Disability inclusion is so important. Dignity is one reason. Each of us is given absolute human rights and our dignity should always be honored. Per the U.S. Census Bureau, about 19 percent, or 1 out of every 5 American, identifies with having a disability. This is approximately 56 million people. It also important to remember that these statistics may not include everyone, such as wounded veterans or part of our Baby Boomer generation.

Those affected with a disability or some type of ailment are making up an ever-growing part of our population and therefore, also the job market as well. Businesses and corporations have incorporated language and terms such as “universal accessibility” and “access for all” to include these market segments. However, it is also important to have employees for your customers and clients to relate and speak to. Employees who have a disability of some type can be a critical part of your customer service to creatively and effectively solve any possible issues. Customers and clients enjoy having someone that they can relate to and who understands their issues. While this is good for business, it is good for a brand, to establish a sense of community within your business and in your local area.

Being disability aware begins by understanding the human capital and the market reasons for moving a company further along on the inclusion continuum. Becoming more inclusive of those with disabilities and moving further along this spectrum requires knowledge of the challenges people with disabilities face at work. If an organization is inclusive of individuals with disabilities it should have:

• Accessible office and office technology
• Inclusive policies, practices, and procedures
• Inclusive public relations and marketing
• External partnerships with businesses and organizations that provide disability-related services
• Inclusive culture.

So, by now you are probably wondering what about the government? In 2016, the federal government had exceeded its hiring goals. The federal as well as all state and local governments are protected against discrimination within the recruiting and hiring process. However, we do need to continue to work together. Our public policies, hiring practices, and workplaces should all empower the same goals: Dignity in employment and diversity and inclusion in each area of life.