Why employers shouldn’t overlook disabled candidates

On Behalf of | Mar 25, 2024 | Disability Discrimination |

Most California employers are not allowed to discriminate against employees or job applicants who are disabled. However, this doesn’t mean that companies aren’t hesitant to hire or develop those who have cognitive or other types of impairments. Fortunately, many of the objections that employers have are based on little more than conjecture.

Accommodations don’t need to be expensive

Offering workplace accommodations doesn’t always mean that firms have to shell out thousands of dollars. In some cases, an accommodation could mean enabling closed captioning on a virtual conference call or on a television playing a video in the company’s conference room. A firm might also accommodate an employee by allowing that person to come in an hour later or to work from home instead of at the office.

Disabilities don’t necessarily slow workers down

According to one study, companies that hired disabled workers actually saw their net income rise by 100% compared to those that didn’t. Firms that hired disabled workers also saw an increase in profits as well as fewer workplace accidents. Furthermore, by not engaging in disability discrimination, companies reduced turnover and the costs that go with it. Organizations that avoid acting in a discriminatory manner also reduce the risk of lawsuits and the costs associated with those.

The disabled have a wide range of skills

It’s not uncommon for companies to believe that disabled workers aren’t suited for highly skilled positions. However, the truth is that disabled workers are just as likely as those without disabilities to have a range of talents and skills. Therefore, an organization that bypasses someone based on their physical attributes alone may be missing out on someone who will take it to the next level.

If you believe that you have been discriminated against because of your physical or mental attributes, you may have grounds for legal action. You can file a complaint with the Equal Employment Opportunity Commission or engage in talks with your employer on your own before taking your case to court.