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Busting Myths About Hiring Workers With Disabilities
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Busting Myths About Hiring Workers With Disabilities

It's no secret that an individual's place in the community is largely defined by what one does in terms of work. The fact that a large percentage of people with disabilities are still without work can be attributed to myths about giving a job to persons with a disability and not their unwillingness to work.

These myths generally stem from untenable shots in the dark, absence of interactions with people who have disabilities and the dearth of experiences. Apparently, the sparsity of knowledge and awareness has resulted in a lack of confidence amidst employers when it comes to hiring disabled people. Let's bust out some of these myths surrounding employment of persons with disability.

Myth: The applicant is neither qualified nor skilled and also more difficult to deal with.

Fact: Studies suggest that managers did not face any sort of additional difficulty while supervising employees with disabilities compared to employees without disabilities.

It is imperative to hold disabled employees accountable to the same job standards as those without disabilities. Moreover, managers should be confident that their managerial skills will have an identical impact on employees regardless their abilities.

Myth: Accommodating workers with disabilities is a costly affair.

Fact: It's worth noting that a considerable number of disabled workers do not require any sort of special accommodations and the cost of those who do is negligible or relatively lower than many organizations believe.

Besides, there are specific programs which can defer either a part or the entire cost of the accommodations needed.

Most commonly reported accommodations include changes in job duties or adjusted hours of work. A complete structural modification not only makes the workplace more accessible to other potential employees but also makes things easier for potential clients and customers.

Myth: The applicants need to be constantly supervised.

Fact: This can be taken care of with proper training. In most cases, disabled people have already adjusted to their disability. It does not get in the way of their ability to work independently.

Myth: Employees with disabilities are more likely to not show up at work.

Fact: People with disabilities can take care of their own transportation by choosing either to take a cab, public transportation, drive or just walk to walk.

Myth: Disabled employees are more accident prone compared to employees without disabilities, thus increasing workers compensation insurance rates for the company.

Fact: Insurance rates are not based on whether or not workers have disabilities. They solely depend on the corresponding danger of the activity, along with the company's accident experience.

Myth: Disabled people have to be protected from being unsuccessful.

Fact: Disabled people have a right to participating in all sorts of experiences without considering success and failure. The company should have same work requirements and expectations for all employees, leaving aside their abilities.

Myth: Disabled employees prove to be bad employment risk since they more often than not fail to meet quotas or standards.

Fact: A 1990 survey study that centered on 811 disabled employees revealed that 90 percent of them were either rated average or comparatively better in a job than 95 percent of employees without disabilities.

In 1981, a similar DuPont study which focused on 2,745 disabled employees was conducted. In the survey, 92 percent of disabled employees were rated average or better in job performance in comparison to 90 percent of employees with disabilities.

Myth: Deaf employees are ideal for vociferous work environments.

Fact: People who are deaf should be hired based on their skills and talents to perform. It is inappropriate to pre-judge a disabled person with regard to employment opportunities.

Myth: Interviewing a disabled person is tricky since it is highly likely to break human rights laws.

Fact: Interviewing isn't hard at all provided you concentrate more on abilities rather than disabilities. Just stick to asking the same job-related questions that you'd ask other applicants.

Myth: A company can neither fire nor discipline a disabled employee.

Fact: That's not the case. Despite the existence of laws such as the Human Rights Act and the Charter of Rights and Freedoms that focus on protecting rights of disabled individuals by offering unbiased access in the areas of employment, public services, public accommodations, transportation, and telecommunications, there no specific process to terminate or discipline a disabled employee.

The employer must clarify what is expected right from the start. In the case that a performance problem surfaces, simply follow company’s usual guidelines, talk to the worker about the problem, look for a solution and even document the whole situation if necessary, but if nothing seems to work just dismiss the worker from responsibility.

Myth: Workers with disabilities do not match workers without disabilities in terms of performance.

Fact: Another DuPont study revealed that managers of about 90 percent of disabled workers gave them either “good” or “excellent” performance ratings. Moreover, a lot of employers will uphold the fact that people with disabilities are not only capable but are also dependable.

Myth: Training disabled employees is hard and expensive. Disabled workers need more time to get used to a new job.

Fact: Workers; disabled or not, take some time to learn a newly assigned job responsibilities. Disabled people do not take any longer to become versed with a new task than those without disabilities.

When a company employs people with disabilities, it generates goodwill and encourages positive attitudes among colleagues and customers.

(Image: geralt / Pixabay)

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