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Does ADA compliance strike fear in your heart? It shouldn’t. In fact, ADA compliance can be a business accelerator. Why? Because accessibility—digital, technical, and physical—benefits everyone: businesses, employees of all abilities, and customers. And, contrary to myth, most workplace accommodations cost little to nothing.

What’s more, employment partners that specialize in employment for people with disabilities can facilitate accommodation implementation at your business while providing access to a stellar workforce.

So, without further ado, here are eight reasons why ADA compliance is a business advantage:

Wider Access to Talent

Skilled employees come in all shapes, sizes, genders, and hues, and they also come equipped with a variety of abilities and disabilities. Given that over 10 percent of the working-age population has a disability, that’s a large—and largely untapped—potential workforce. And not just any workforce. In poll after poll, employers report that employees with disabilities are eager, skilled, and dedicated.  ADA compliance could be the difference between an under-qualified applicant who can climb stairs and the expert who happens to use a wheelchair.

Better Employee Retention

Employee turnover continues to plague businesses, especially in the service industries. And, according to a 2024 report, U.S hiring managers expect it to increase. Meanwhile, the Bureau of Labor Statistics found businesses that include and accommodate people with disabilities reported a 90 percent increase in employee retention. When this statistic is compared with the per-year cost of turnover—over $1 trillion, nationally—ADA compliance just makes sense.

Broader Customer Appeal

According to the CDC, up to 27 percent of the entire U.S. population lives with a disability, already wielding substantial purchasing power.  As the baby boomer generation incurs the disabilities that can come with age, this customer base will grow along with the demand for accessible spaces and technologies. At some point in their lives, nearly everyone—the person recovering from a broken leg to the parent pushing a stroller—will need nontraditional access to places of business. ADA compliance, including ramps or automatic doors, could attract and retain these customers—who may otherwise take their business elsewhere.

Enhancing Brand Reputation

In today’s socially conscious world, consumers and clients are increasingly favoring businesses that demonstrate social responsibility and ethical practices. In fact, a 2020 report by the Capgemini Research Institute found 62 percent of consumers favoring companies that demonstrate ethical values. ADA compliance is a strong indicator of a company’s commitment to social responsibility. By ensuring that their facilities and services are accessible, businesses can enhance their brand reputation, build trust with their customers, and attract top talent who want to be associated with a forward-thinking company.

Tax Incentives

Making the above benefits even more attainable for some companies, a federal tax credit is available to small businesses that incorporate ADA-related “eligible access expenditures.” These expenses may include technological and architectural accommodations, such as the provision of screen readers and other adaptive equipment, sign language interpreters, adaptations to existing facilities, and consulting fees. Tax incentives are also available to businesses that employ people with disabilities. The Work Opportunity Tax Credit, for example, can offset up to 40 percent of an employee’s paid wage.

Increased Employee Engagement

“Engagement scores are consistently higher for companies labeled ‘inclusive’,” reports Harvard Business Review. Among the reasons for this, HBR cites that inclusive companies are three times better at coaching employees for improved performance. Accommodations foster a more inclusive, engaged workforce, too. Employment partner agencies that feature workgroup models underscore this finding. These groups, comprised of a employment coach and a small group of employees with disabilities, leverage both on-the-job coaching and the employee engagement that comes with being part of a team. The results are well-trained employees who look forward to coming to work and satisfied employers.

Higher Profits

According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. When a company’s diversity initiatives include employing people with disabilities, profits rise even more. A groundbreaking report by analyst firm Accenture found that such companies see two times more economic profit than their competitors. As disability employment inclusion becomes increasingly normalized, ADA compliance isn’t just the right thing to do—it’s an essential business strategy.

Increased Innovation

In today’s fast-changing business landscape, innovation is more vital to the workplace than ever. McKinsey found that organizational innovation “can generate economic profit that is 2.4 times higher than that of other players.” According to Accenture, businesses that employ and accommodate people with disabilities are more innovative—which should be no surprise. From typing, texting, and voice-recognition to curb cuts and automatic doors, some of our greatest inventions were created by or for people with disabilities.

Employment Partners Make ADA Compliance Easy

If you’re looking for talented, dedicated, enthusiastic employees but are hesitant about directly hiring people with disabilities due to ADA compliance or other concerns, an employment partner like PRIDE Industries can help. Our Workforce Inclusion team helps hundreds of companies recruit, hire, train, and accommodate employees with disabilities at their businesses. We make it easy to access this stellar workforce and enjoy the business and social benefits that come with it.

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.
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The social enterprise was recognized for its I AM ABLE Disability Job Fair  

Roseville, Calif. – PRIDE Industries, the nation’s leading employer of people with disabilities, just won a Silver Stevie® Award at the 22nd Annual American Business Awards®. The social enterprise won in the Cause & Green – Inclusive Event category for its I AM ABLE Disability Job Fair.

“While growth in much of the world economy has recovered slowly from the COVID-19 pandemic, the American economy continues to show remarkable resilience and growth,” said Stevie Awards president Maggie Miller. “Our 2024 Stevie winners have contributed to that successful recovery through their innovation, persistence, and hard work. We congratulate all our winners in the 2024 ABAs.”

The American Business Awards are the U.S.A.’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations — public and private, for-profit and non-profit, large and small. 

PRIDE Industries’ I AM ABLE Job Fair was created by people with disabilities for people with disabilities. The event was designed and vetted by an “Accessibility Team” whose members are deaf, blind, autistic, or use wheelchairs. Accessibility for all was a top priority, and in order to accommodate the diverse needs of participants, the event included on-site American Sign Language (ASL) translators, Braille signage, Spanish interpreters, a quiet interview space, light rail transportation, and service animal water and relief areas.

During the job fair, PRIDE Industries offered resume critiques and interview assistance to job candidates. Prior to the job fair, online training on how to maximize the job fair experience was provided to registrants. Training was also given to employers, so that they could more effectively engage with candidates with disabilities.

More than 20 companies participated in the job fair and more than 600 jobseekers with disabilities attended. The event exceeded organizers’ expectations, and plans are already in the works for this year’s I AM ABLE Disability Job Fair on October 9, 2024 at the SAFE Credit Union Convention Center in Sacramento.

“We’re honored to receive this Silver Stevie Award in the Inclusive Event category,” said Jeff Dern, CEO and President of PRIDE Industries. “We hope that more businesses will pursue opportunities to include people with disabilities in the workforce—not just because it is the right thing to do for our communities, but also because it is the smart thing to do for business.”

More than 3,700 nominations from organizations of all sizes and in virtually every industry were submitted this year for consideration in a wide range of categories. And more than 300 professionals worldwide participated in the judging process to select this year’s Stevie Award winners.

Details about The American Business Awards and the list of 2024 Stevie winners are available at www.StevieAwards.com/ABA.    

About PRIDE Industries

PRIDE Industries is a social enterprise that creates jobs for people with disabilities, military veterans, former foster youth, and survivors of trafficking. With over 55 years of experience, PRIDE Industries has become a national leader in fostering inclusivity and empowerment. Through personalized employment services, PRIDE Industries helps individuals unlock their full potential and lead more independent lives. For more information, visit www.prideindustries.com.

About the Stevie Awards

Stevie Awards are conferred in nine programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, the Middle East & North Africa Stevie Awards, The American Business Awards®, The International Business Awards®, the Stevie Awards for Women in Business, the Stevie Awards for Great Employers, the Stevie Awards for Sales & Customer Service, and the new Stevie Awards for Technology Excellence. Stevie Awards competitions receive more than 12,000 entries each year from organizations in more than 70 nations. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at http://www.StevieAwards.com.

Media Contact
Kat Maudru
(916) 753-4339

media@prideindustries.com

PRIDE Industries is a social enterprise delivering business excellence to public and private organizations nationwide.

Reasonable accommodations for employees of all abilities are taking their place as vital components of a thriving, competitive business. Why? Because strategically incorporating accommodations can offer several business benefits. Before we delve into them, what, exactly, is a “reasonable accommodation”?

What is a Reasonable Accommodation?

According to the Americans with Disabilities Act (ADA), a reasonable accommodation is “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.” The definition goes on to specify that “accommodations are considered ‘reasonable’ if they do not create an undue hardship or a direct threat.”

But the thought of implementing reasonable accommodations still scares some employees—to their loss.

A Myth That Needs Busting

Fear surrounding accommodations for employees with disabilities is largely based on the myth that they’re expensive. They’re not. Over half of surveyed employers report that accommodations cost nothing, while 37 percent report a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. Here, we detail the top six business benefits of offering accommodations for employees.

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Attracting and Retaining Valuable Employees

Offering reasonable accommodations gives businesses a competitive edge by demonstrating a commitment to diversity and inclusion as well as employee well-being. Potential employees—with or without disabilities—are more likely to choose employers who foster a welcoming and supportive work environment. Providing accommodations also improves employee retention, which is crucial considering the prevalence and high cost of turnover. A 2019 Gallup survey reported that employee turnover costs U.S. businesses $1 trillion per year. A 2023 poll of 1,007 U.S. hiring decision-makers said turnover costs their companies an average of $36,295 annually, and 20 percent pegged the cost at $100,000. When weighed against these high costs, offering and implementing accommodations—effectively expanding the employee base—is well worth it.

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Improving Productivity

In a groundbreaking report by the Job Accommodation Network (JAN), 53 percent of surveyed businesses reported that accommodations improved employee productivity. It’s important to note that employees without disabilities also receive accommodations—tools and resources to maximize their performance. Extending these measures to employees with disabilities makes sense, as it removes barriers that may impede their abilities. For instance, an adjustable desk can equip an employee in a wheelchair to be a top producer. Written or signed instructions for Deaf employees can eliminate language obstacles, boosting their productivity. Similarly, employees who become overwhelmed in noisy environments may outperform peers when moved to a quieter area. In today’s business world, recognizing that talent and productivity are accessed through diverse avenues, including accommodations, is imperative.

Boosting Morale

Belonging is a basic human need and a crucial component of workplace morale. When employees feel that they belong—their needs understood, respected, and supported—satisfaction naturally improves. Access to reasonable accommodations is a vital component of a welcoming, inclusive environment. In an article in The Journal of Business and Psychology, researchers found that “accommodations send important and positive signals to employees” and that such signals factor into morale—not just for the accommodated employee, but for the whole team. Belonging and measures to achieve it are so vital to the workplace that it is widely studied. A Harvard Business Review study found that a high sense of belonging is linked to a 56 percent increase in job performance, a 50 percent drop in turnover risk, and a 75 percent reduction in sick days. Simply put, welcomed and supported employees want to be at work, engage with coworkers, and give their best efforts—all leading to a better workplace culture.

Improving Company Diversity

A diverse company is a thriving company. According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. As employees with diverse abilities gain their rightful place in diversity initiatives, normalizing reasonable accommodations becomes vital to achieving the the business benefits of an inclusive workforce: a widened talent pipeline, greater appeal to socially conscious investors, greater organizational innovation, and overall greater market reach. But diversity is more than a buzzword or a hiring strategy. It’s a vital part of a forward-thinking, human-centered organization.

Improving Safety and Reducing Workers’ Compensation Costs

According to the JAN study, companies that offer reasonable accommodations increase safety by 29 percent. By adapting the workplace to meet the needs of employees, including people with disabilities, the likelihood of accidents and injuries decreases. Similarly, the presence of reasonable accommodations may allow a sick or injured employee to return to work sooner. Beyond the human toll caused by insufficient safety measures, there’s also a significant business cost. The U.S. Bureau of Labor Statistics reports that workplace injuries and illness are on the rise, costing business around $48.15 billion in 2023. As reasonable accommodations stand to reduce that cost by over a quarter, they should be part of every organization’s safety strategy.

Improving the Bottom Line

Naturally, where employee retention, productivity, and morale rise and workers’ compensation and training costs fall, businesses see a better bottom line. When providing reasonable accommodations attracts and retains employees with and without disabilities, profits may increase even more. A study by analyst firm Accenture found that companies who actively employee people with disabilities see 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than organizations that don’t include people with disabilities. A National Institutes of Health Review reported similar findings, including improved customer loyalty and satisfaction.

At PRIDE Industries, we know that inclusion works—literally. Decades of experience has shown us that, with just a little assistance, including reasonable accommodations, people of all abilities can and do thrive in the workplace. 

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.
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Living with Tourette Syndrome (TS) isn’t easy at any age, but it’s especially tough for a child—something Ian Webster knows all too well, as he was diagnosed with TS when he was just five years old. At the time, he couldn’t have known that, one day, finding an employer that supported neurodiversity in the workplace would be crucial to achieving his dreams.

Also called chronic motor and vocal tic disorder, Tourette Syndrome is a neurological disorder that causes involuntary “tics”—sudden vocalizations and movements. People who have it are often misunderstood and frequently viewed as rude or disruptive. Sometimes perceived this way by his classmates, Ian struggled through elementary, middle, and high school, and then into community college.

“Sometimes, it made it hard to keep going,” Ian said.

So hard, in fact, that Ian left college after a year, opting to work as a window cleaner for his mother’s business. While he liked that work, he wanted more independence. He also wanted all the things that come with employment at a large organization, including a better salary, medical benefits, and room for growth.

“I had a goal to work at the state someday,” he said. 

Realizing that he would need more employment experience under his belt to get there, the 22-year-old reached out to PRIDE Industries, a social enterprise with a mission to create employment for people with disabilities and experienced at supporting neurodiversity in the workplace.

Accommodating Neurodiversity in the Workplace

At PRIDE Industries, Ian was paired with Caryl Balko, a job developer, and Tameka Rich, then the Rehabilitation Services Supervisor. The two showed Ian what support for neurodiversity in the workplace looks like. They began by assisting Ian with employment preparation, including a two-week trial position as a dishwasher at a senior care facility. While he worked there, he underwent an assessment to determine his skills and strengths.

“His assessment went so well,” said Caryl. “His motivation and work ethic were admirable. Even though he was young, he was one of the hardest workers we’d seen.”

Both Caryl and Tameka recognized that Ian was also gifted with a friendly, personable nature and a great sense of humor. Unfortunately, soon after starting his trial position, Ian experienced some personal life changes that required him to leave the workforce. But by then he’d made an impression on the PRIDE Industries team, and they asked him to return when he was able.

Back on the Path

Six years later, in 2019, after gaining more job experience as a part-time packager with UPS, Ian did just that. He’d held onto his goal—full time employment with a large organization that could, eventually, ready him for a state job. He was also as eager and personable as ever. Once more at PRIDE Industries, he worked with Tameka, who reinitiated the employment preparation process. Three months later, he was placed in a custodial position at the Sacramento Metropolitan Airport—where he began on the graveyard shift.

“I was glad to get my foot in the door,” said Ian.

He thrived in his position, eventually moving to the much busier day shift, which allowed him to work more independently and get the type of experience he needed to move forward in his career.

“I loved the environment and my supervisors and shift leads,” he said.

They loved Ian, too. So did Caryl and Tameka, who observed in him the same work ethic and great attitude he’d exhibited years before.

“We saw him really come into himself and grow in confidence at the airport,” said Tameka.

2019 and 2020 found Ian thriving in his position.  As much as he enjoyed working at the airport, however, his ultimate goal was still to secure a job with the State of California.

Later in 2020, he reached his goal, gaining a custodial position with California’s General Services Administration.

Arriving at Home Ownership

Though Ian worked only 16 months as a PRIDE Industries employee, that time had a huge impact on his life. First, he saw that neurodiversity in the workplace can and should be normalized. Second, he realized that he had what it took to excel at work and become financially self-sufficient.

“PRIDE Industries was the first steady full-time job I ever had,” he said. “It allowed me to become more independent.”

Tameka and Caryl couldn’t be happier for him.

“PRIDE Industries was a steppingstone for Ian,” said Tameka. “Great for him and great for us.”

A steppingstone, indeed, along a path that now includes home ownership.

“I pay my own mortgage now,” Ian said.

From part-time job to full-time, independent employment, Ian has come a long way. You could say that his journey has led him, literally, home.