Benefits of Hiring People with Disabilities
We are experts at hiring people with disabilities, working with hundreds of companies to create pipelines of talented employees who love the jobs you need to fill and retain.
Find stellar employees who will love YOUR jobs!
Filling frontline roles in hospitality, manufacturing, retail, and facilities maintenance is tough. We get it. Let us introduce you to a workforce that wants the chance to prove their value and advance their careers in your company—people with disabilities. Hiring people with disabilities allows you to offer life-changing employment to individuals looking for long-term opportunities. We make it easy.
Is employee retention an issue for your organization? Employees with disabilities consistently demonstrate high retention rates and low absenteeism—improving productivity and profitability.
Are you looking for employees who are job-ready? We hire and manage the employees and serve as the employer of record, minimizing your risk and learning curve for hiring people with disabilities.
Employment coaches provide hands-on support, including on-the-job skill development, advocacy, problem-solving, and conflict resolution—all leading to smooth operations.
We can provide a few employees or a few dozen, tailoring skills and experience to specific industries and roles. From entry level to managerial and executive positions, we’re your resource for hiring people with disabilities.
Businesses that proactively hire people with disabilities generate 28% more revenue and 30% higher profit margins than those that do not, according to an Accenture study. We can help you realize these benefits.
PRIDE industries brings decades of experience in hiring people with disabilities, and hundreds of employment partners, to your business, helping you augment your workforce with stellar employees. Tap into our network.
Discover the Benefits of Hiring People with Disabilities
We work with hundreds of companies to bring talented, dedicated, resourceful employees that love the jobs you offer. We offer:
- Job preparation and placement
- On-the-job support and coaching
- Employer relationship management
Join us in advancing your business and bringing the dignity and independence of work to people with disabilities. Together we can change lives and strengthen communities.
Get a Social Marketing Edge Over Competitors
As a nonprofit social enterprise, we create employment for people with disabilities, military veterans, foster youth, and trafficking survivors. By partnering with us, companies boost their appeal to customers and social-impact investors while meeting supplier-diversity goals.
Offer Life-Changing Employment
Filling frontline roles in retail, hospitality, manufacturing, and facilities maintenance is tough. Let us introduce you to a workforce that wants the jobs employers sometimes find difficult to fill and retain. The retention rate for employees with disabilities is consistently lower than industry standards. What’s more, our pre-employment training and on-the-job support ensure a workforce that is both skilled and safe. We make it easy to offer life-changing employment to individuals looking for long-term opportunities. Join us.
FAQs: Hiring People with Disabilities
Compliance with the Americans with Disabililties Act (ADA) is straightforward. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed. However, employees with disabilities are often reluctant to ask for accommodations and employers are advised to routinely solicit accommodation requests.
In a survey conducted by Job Accommodation Network (JAN), 49 percent of employers said the cost of reasonable accommodations for employees with disabilities was “absolutely nothing.” A total of 43 percent of employers reported that providing accommodations required a median one-time expenditure of $300 per employee with a disability, a decrease compared to previous report findings. Those employers providing ongoing disability accommodations (7 percent) reported a median annual cost of $3,750 per employee with a disability.
The ideal jobs for people with disabilities are as diverse as those for people without disabilities, and depend on each person's goals, abilities, and experience. When considering job applicants with disabilities, employers should focus on skills and abilities, not attributes that are unrelated to job requirements. For example, someone on the autism spectrum may not make eye contact or small talk, but those skills are usually not needed for jobs that require working at a computer and analyzing data, assembling products on a manufacturing floor, or answering phones in a call center. The best jobs for people with disabilities are unique to each individual and depend on their skills, interests, and needs.
Studies have shown that companies benefit in multiple ways when they hire people with disabilities. A 2023 report from Accenture, “The Disability Inclusion Imperative,” found that businesses that actively hire and support people with disabilities achieve the following advantages compared to their peers:
- 1.6x more revenue
- 2.6x more net income
- 2x more profit
And when the National Institutes of Health reviewed 6,176 studies, it found that the benefits of employing people with disabilities include:
- Increased profitability, deriving from higher profits, greater efficiency, lower turnover, higher retention, increased reliability and punctuality, higher employee loyalty, and improved company image.
- Multiple competitive advantages, in the form of a more diverse customer base, greater customer loyalty and satisfaction, increased innovation and productivity, and enhanced work ethic and safety awareness—all of which stem from an inclusive work culture and greater ability awareness.
Employers sometimes believe that there are inherent risks in hiring people with disabilities. But these concerns are due to commonly held misperceptions, and are often simply myths. Perceived risks include:
- Myth #1 – People with disabilities cannot be productive.
This misperception may be due to the fact that—at some companies—physical workplaces and technology may not be fully accessible, creating artificial hurdles for qualified candidates. Also, societal barriers like limited transportation and support services can hinder job seekers with disabilities. All of these obstacles can be overcome by working with an experienced employment partner.
- Myth #2 – Accommodations are expensive.
This belief is not supported by data. Reputable studies show that most accommodations cost nothing or less than $300.
- Myth #3 – Healthcare costs will increase.
Employers may believe that healthcare costs will rise if they employ people with disabilities. But researchers at the University of Washington’s Disabilities, Opportunities, Internetworking, and Technology Center found that, “even if an individual with a disability had medical costs higher than others, (he or she) would likely have a minimal impact on a company's insurance premiums because of how insurance rates are often calculated.”
- Myth #1 – People with disabilities cannot be productive.
Employers can support employees with disabilities by encouraging them to disclose their needs and to ask for accommodation. Employers can also proactively analyze physical workspaces for accessibility, and then adapt those environments and infrastructure to support diverse abilities. Support can also be provided in the form of flexible work arrangements that suit individual abilities. Offering assistive technology and training will also empower employees to excel. And employers can have an impact both inside and outside their companies by educating employees, customers, and other stakeholders on the value of an inclusive workplace.