Building a Supportive Culture: Empowering Disabled Employees for Growth

“My disability has opened my eyes to see my true abilities.” – Robert M. Hensel. In recent years, there have been significant advancements in disability rights and awareness. This is resulting in an increase in disabled individuals being included more in everyday work environments.  According to the NBC news, as a percentage, the employment-to-population ratio for persons with disabilities now stands at an all time high of 22.4%. This proves that progress has been made in employability ratios among this population group. The addition of over 209,000 new jobs is indicative of a growing trend to secure jobs for  people with disabilities. Additionally, reports show that much of the available labor force continues to remain concentrated within retail outlets, food preparation establishments or even minor cleaning services.

Organizations can empower their disabled employees in a number of ways. Here are a few top suggestions: One way organizations can start to support and empower disabled employees is to provide comprehensive health plans tailored towards individual disability needs, covering both mental and physical wellness.  Deannasin gh explains that having easy access to one-on-one counseling sessions for mental health issues due to disability could make a world of difference for many workers struggling with this area. Empowering these individuals by having such services available shows compassion and consideration from the organization as well as tending towards increased job security. Not all disabilities are visible, but they are no less real and significant – hence why establishing feedback channels (such as shared online portals) should be encouraged.

Organizations should work to define personal plans for disabled employees, which might involve forging a special work schedule or even outfitting their workspace with the necessary tools and devices. This could include wheelchair friendly desks, speech-to-text programs and much more, depending on the unique needs of an employee. Providing access to Medicaid can help make sure that all members of an organization feel valued as individuals. Disabilityrightsca highlights that Medicaid can provide much-needed assistance and help  alleviate the burden of medical bills. It offers access to primary care services and preventive care, as well as mental health services such as counseling for those dealing with a disability or chronic illness. Additionally, it covers many necessary medical supplies, including braces for mobility issues or wheelchairs for managing physical disabilities.

Hiring disabled employees is a win-win situation for organizations and the people who are employed. Respectability states that companies that hire, support and retain workers with disabilities have 28% higher revenue than those who don’t. Their net income was twice as high compared to non-inclusive employers, too – another positive sign. It’s clear that customers are reminded in a powerful way how dedicated these employers are because they make sure everyone can contribute equally professionally, whether you have a disability or not. This awareness makes customers feel valued by the brand – something essential for any successful business model today, so having a disabled workforce perceivably brings in new customers while retaining existing ones.

Supporting and empowering disabled employees is becoming increasingly important in today’s marketplaces. Companies can benefit from taking concrete steps towards embracing inclusion of different abilities as part of their workplace culture, such as providing mental health resources and physical assistance when needed. By hiring differently abled individuals and creating an environment where they feel valued, secure, appreciated, respected – employers stand to gain significant returns in terms of talent productivity and financial growth too.