Advice on Hiring Disabled Talent | Tory Burch Foundation

Create diversity and inclusion

Advice on Hiring Disabled Talent

Two entrepreneurs and disability advocates on hiring and fostering Disabled talent.

In our webinar presentation, we discussed the importance of disability inclusion and the ways it drives innovation. An Accenture study found that businesses leading in disability employment and inclusion had on average 28% higher revenue, double the net income and 30% higher profit margins than their peers. Additionally, 75% of Disabled employees in the US have ideas that would drive value for their companies. Hiring Disabled talent and supporting Disabled employees contributes to company performance and is also part of building an inclusive workplace.

Find Disabled talent.

Check out platforms like Chronically Capable and Inclusively that are working to close the disability employment gap by featuring job listings that are looking for Disabled talent.

Show your commitment to supporting Disabled talent in your job descriptions by using inclusive language, no matter where you post your open role.

  • Highlight accessibility when you indicate Indicate that your workspace is accessible or that access requirements will be made to ensure an accessible work environment. This could include physical accessibility, flexible working hours, remote work or the availability of assistive technologies.
  • Include specific policies if your company has specific diversity and inclusion policies, or disability-friendly benefits such as inclusive health insurance.

Accommodation access is a right.

The American with Disabilities Act (ADA) states employers must grant their employees “reasonable accommodations” but consider asking employees and potential clients about their access requirements, in order to reassure them that accessibility is their right.

Did you know that 49.4% of accommodations cost $0 to implement and if they did have a one-time cost the median expense was $300? This could include things like turning on captions for Zoom meeting, sending a meeting agenda ahead of time, scheduling a call rather than going back and forth over email, etc. Consider asking about access requirements ahead of meetings and in-person or virtual events. It’s always better to ask! Avoid making assumptions about what Disabled people can or can’t do.

It’s important to be flexible. Things like mental health days, remote work, and flexible schedules are all different ways of working that work for some Disabled people. The Job Accommodation Network is also a great resource if you have other questions or are looking for more resources about workplace accommodations.