In part one of this blog, I outlined some of the key issues affecting individuals with a rare condition and employment. I also outlined some of the real benefits for employers, and for society as a whole, when they employ people with a rare condition. Part One can be found here.
But don’t just take my word for this. Here are some employers who make a positive effort to recruit people with rare conditions or disabilities, and some of the advantages they have seen:
Diversity and Inclusion
Accenture's "Inclusion & Diversity" program actively recruits people with disabilities. They report that companies that embrace best practices for employing and supporting people with disabilities achieve 28% higher revenue and 30% higher profit margins.
Unique perspectives
Microsoft also has a global Diversity and Inclusion programme. As part of this, in the USA, Microsoft has developed its recruiting practices to enable the employment of more individuals who are neurodivergent who bring their unique perspectives across the organisation.
Increased loyalty and productivity
An exemplar in employment for people with disabilities, Walgreens Boots Alliance’s statement says it all: ‘An undeniable correlation exists between employee wellness and a business' overall health. Health, safety and well-being are core to Walgreens Boots Alliance’s purpose and heritage to inspire more joyful lives through better health. We recognize that each of our team members has their own needs, challenges, hopes and dreams. We have created a workplace where team members feel supported, respected and celebrated for being their authentic selves.’
Expanded talent pool
IBM's "New Collar" jobs initiative focuses on skills rather than degrees, opening opportunities for people with disabilities who may have non-traditional educational backgrounds.
Customer relations
Starbucks opened a signing store in Washington D.C., staffed by deaf and hard-of-hearing employees, improving service for deaf customers and raising awareness.
Tax benefits and incentives
In the US, the Work Opportunity Tax Credit (WOTC) provides employers with a tax credit for each qualified employee with a disability.
In the UK, the Access to Work Scheme enables employers to pay for practical support to enable employees who are disabled, or who have a health condition, to start or stay in work, or to support someone if they are self-employed.
Improved workplace adaptability
‘When people thrive businesses thrive’ is the finding of a 2024 report by Deloitte. Interesting reading and a compelling document arguing for emphasis on adapting the workplace to enable all employees to perform at their best.
Enhanced problem-solving skills
Haben Girma, a civil rights lawyer, is deafblind. When she was at Harvard Law School she developed innovative communication methods to help with her studies. She used a digital braille device connected to a keyboard, allowing real-time communication with peers and professors. This solution not only enabled her to participate fully in her classes but also demonstrated how technology can be used to create more inclusive educational and professional environments.
Positive impact on company culture
Marks and Spencer have a comprehensive Inclusion and Diversity policy that includes supporting employees with caring responsibilities, helping them feel supported and heard.
Compliance with legal requirements
In the UK, the Equality Act 2010 requires employers to make reasonable adjustments for employees with disabilities, promoting inclusive practices.
Social responsibility
Unilever aim to become the number one employer of choice for people with a disability, and have a target to have 5% of their global workforce to be made up of people with disabilities as well as having all their sites being fully accessible, by 2025.
Cost-effectiveness
The Business Disability Forum stated that the average cost of making a ‘Reasonable adjustment’ in the workplace to comply with the Equality Act 2012 was just £75, with some being much lower in cost, or have no cost at all. It also stated that ‘Access to Work’ may cover part or all of the costs incurred.
These organisations should be applauded, but wouldn’t it be great to see more of this. There are incentives available in some countries to help with recruitment, adaptations in the workplace, but it is also down to our moral compass.
The statistics show that employees with disabilities or rare conditions are some of the most loyal employees you can have. Why? Well my guess is that they are repaying the faith shown in them. And this loyalty impacts on the overall workforce, and pays dividends. Forbes have an interview with EY in October 2023 which highlights some of the key advantages of normalising disability within the workforce, including , “organizations which embrace disability inclusion “have almost 30% higher revenues and 4x the shareholder value of their peers who rate average at disability inclusion”. It's a great read.
I know that this is not something that will be resolved overnight, but I put these questions out there:
Who are the exemplars that you know are giving individuals with rare conditions a real chance to develop their talents?
What more can be done to help young people with rare conditions get onto the employment ladder?
How can you tap into a skill base that is, at present, under-utilised, but could give you the most loyal, hard-working individuals in your workforce?
Rare Abilities exist. Let’s find even more ways to access these abilities, reward these skills and ensure a rare condition does not decree employment oblivion. Get in touch if you'd like to collaborate to make a change.
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