Less capability doesn’t mean less ability, says Jim Hasse. Even in the workplace.
According to a survey released in 2009 by the U.S. Department of Labor, Office of Disability Employment Policy, only 8.7 percent of the surveyed companies reported having hired a person with disabilities in the past 12 months.
But Hasse, editor of “Perfectly Able” (Lighthouse International, 2011) says hiring people with disabilities brings unique and powerful qualities to a workplace. Consequently, companies need to think about how to attract and retain disabled workers.
“As kids, it may have taken them six months to learn how to tie their shoes, or as adults, it may have taken them six months to use a keyboard again,” Hasse says. “In overcoming challenges in their personal lives, many people with disabilities have acquired qualities employers value highly. They are resilient, loyal, adaptable workers, creative problem solvers, and impressive bridge builders.”
In the big picture, experts say diversity in general strengthens a workplace. In her book, “The Diversity Code” (AMACOM, 2010), Michelle T. Johnson defines diversity as the ability to deal with the differences, distinctions and dividing lines of others with a clear vision but a soft gaze. Simply put, it’s important to understand differences to promote acceptance and collaboration in the workplace.
“Having a truly diverse workplace – one that can deal with differences – is so critical to working productively,” Johnson says. “And it brings the strength of creativity and compassion, where people have different ways of figuring out how to deal with problems and responding to your customers and clients.”
To attract and retain talented people with disabilities, Hasse says it’s important to promote and implement three things: supervision, mentoring and appropriate recognition.
Supervision means providing basic leadership without overdoing it. Hasse cautions that too much supervision and accommodation may result in unrealistic expectations for the employee and his colleagues. On the other hand, appropriate supervision means giving clear assignments and addressing any problems the employee may have in completing them. Appropriate recognition, he says, involves rewarding employees with disabilities just as any other team member – for outstanding results, not for routine tasks that may take extra effort.
Johnson says the best way to foster an environment of diversity and inclusiveness is to vocalize its importance, follow through with action, and hire people who share those values.
“It’s about making a decision that diversity is important,” she says. “If you’re a good, fair place to work that gets communicated to the outside world so you can tap into the best and brightest.”
