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5 December 2024
Embracing diversity in the workplace: busting myths on disability employment
Misconceptions about employing people with disability can create unnecessary barriers to building inclusive and diverse workplaces. At Help, we know that embracing diversity in the workplace isn’t just the right thing to do – it’s also a smart business move.
Whether you’re hiring your first employee with disability or strengthening your commitment to inclusivity, we’re here to help you separate fact from fiction and build confidence in creating accessible workplaces.
We hope it’ll not only challenge outdated beliefs but also showcase the many benefits of employing people with disability, including hidden disabilities. Explore the myths and facts below and share them with colleagues to raise awareness and help make a positive change.
How people with disability enrich diversity in the workplace
The first myth is the common assumption that people with disability aren’t capable employees, and can only do unskilled jobs. The opposite is actually true – they bring a wealth of skills, talents and abilities to the workplace. They are capable to work in all sorts of jobs and hold a range of tertiary and trade qualifications.
Moreover, they often excel in tasks that others might find challenging. For example, an employee with autism who has a high attention to detail may excel at jobs like sorting mail, filing or managing stock which require accuracy and strict processes.
Reminder: focus on the person not the disability, and avoid making assumptions about what someone can or can’t do.
The truth about attendance: people with disability and sick days
It’s important to start busting myth 2 by saying that disability should not be perceived as sickness. Most people with disability are not continuously ill and don’t take more time off work.
In fact, evidence shows that employees with disability often have a better attendance record, with 90% or more having fewer days off.
In recruitment, unconscious bias can influence decisions, especially if you’ve had limited exposure to people with disability in the workplace. You may assume most people with disability are unable to work or will take more sick days, but the evidence disproves this myth.
The best way to challenge unconscious bias is through direct exposure. By working alongside people with disability, you’ll gain valuable insights, break down stereotypes, and discover great employees.
Affordable modifications: busting the myth of expensive adaptations
Some employers believe that hiring people with disability leads to increased costs due to workplace adjustments.
Let’s set the record straight: many employees with disability require no additional accommodations at all! For those who do, the majority need low-cost changes, like non-slip mats or accessible information formats, and some adjustments, such as flexible working hours, come at no cost.
Additionally, businesses may be eligible to receive financial assistance through the Employment Assistance Fund (EAF) to cover necessary workplace modifications. Here are a few examples of what the EAF can fund:
- Physical workplace modifications and equipment, including assistive technology and communication tools.
- Auslan (Australian Sign Language) interpreting.
- Computer software and software upgrades.
- Deaf awareness and disability awareness training.
While the majority of employees with disability require no additional accommodations, utilising these resources for those who do can help your business foster a more inclusive environment and demonstrate your commitment to diversity and support for all employees.
Enhancing diversity in the workplace: the cultural impact
Some employers worry that workers with disability may not ‘fit in’ with co-workers or that clients won’t respond well. But these assumptions are far from the truth.
Workplace acceptance and inclusion naturally happen when co-workers and clients see that people with disability are competent, capable, and valuable members of the team. In fact, evidence shows that employees with disability improve workplace morale, foster stronger teamwork, and build meaningful customer relationships.
It’s also worth noting that 20% of the Australian population has a disability, so chances are, many of your clients, co-workers, or their loved ones may also have a disability, even if they aren’t open about it.
When employers champion inclusivity and hire people with disability, it strengthens workplace culture, boosts community recognition, and – let’s face it – makes smart business sense.
People with disability apply for roles they know they can excel in
To truly embrace diversity in the workplace, it’s essential to challenge outdated ideas and recognise that people with disability are often less likely than others to apply for jobs beyond their capabilities
The truth is, employees with disability bring a wide range of skills, talents, and qualifications to the workplace, often holding degrees, and certifications. They also bring unique perspectives on problem-solving and task execution – often revealing more efficient or effective ways to approach work.
Most importantly, they’re clear on their abilities and are unlikely to apply for roles outside their skill set. We’d recommend staying open to learning from their approach. You might just find new ways to tackle tasks!
Recruitment and training are business as usual
It’s time to bust the cost myth around hiring people with disability. The fact it, there are often no additional costs in recruitment and real savings in embracing diversity in the workplace– notably through reduced staff turnover.
Research shows that hiring people with disability can lead to additional cost savings, including:
- Lower employment costs
- Reduced workers’ compensation expenses
On top of that, there are government funding and incentives available for inclusive hiring through Job Access.
Workers’ compensation isn’t higher when you embrace diversity in the workplace
This is another outdated assumption, rooted in feelings and beliefs instead of facts – and it’s important to note that these often lead to misconceptions.
Workplace insurance premiums aren’t determined by who you hire – they’re based on workplace accident rates. Research even suggests that people with disability have fewer workplace accidents, with workers’ compensation costs as low as 4% compared to other employees.
When you rethink outdated beliefs and look at the facts, you’ll realise that workers’ compensation and safety costs won’t increase because you hire employees with disability – and that inclusivity is a valuable asset to your business.
The reality around workplace support
There’s still a common misconception in the workplace that people with disability need more support to perform their jobs.
The reality is, most employees with disability do not require additional support from their employers. For those who do, a range of support options available – and they’ll organise it themselves.
With a long history of supporting employers, we help businesses prepare for, hire, and retain talented employees.
Plus, we can connect you with a network of undiscovered talent, all eager for their next big opportunity. Ready to embrace diversity in your workplace? Contact us today!
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