December 3rd marks International Day of Persons with Disabilities, a reminder to celebrate diversity and promote inclusion in all aspects of life—especially in the workplace.
Yet, despite progress, many employers still hesitate to hire people with disabilities due to persistent myths rooted in ableism. Today, I am tackling some of the most common misconceptions and why … they just don’t hold up.
1. Myth: Accommodations are too expensive.
Reality: Most workplace accommodations are low-cost or even free. According to the Job Accommodation Network (JAN), more than half of accommodations cost employers nothing and those that do cost money typically average less than $500. Simple adjustments like flexible schedules, modified equipment, or better communication tools can often go a long way without a huge impact on the budget.
2. Myth: Productivity will suffer.
Reality: Employees with disabilities are just as capable as their peers. Studies consistently show that workers with disabilities bring equal or better job performance and retention rates compared to employees without disabilities. For example, Research from Accessibility Canada conducted by Deloitte confirmed that people with disabilities, when hired with proper accommodations, bring unique perspectives and strong problem-solving skills, which can enhance overall team performance. Their longer tenure also contributes to reduced turnover costs.
3. Myth: There’s too much risk or liability.
Reality: Inclusive hiring practices actually reduce risks. By fostering a supportive workplace culture, organizations can improve morale, lower turnover rates, and boost employee engagement. Employers that prioritize accessibility also enhance their reputation, attracting both talent and customers who value diversity.
4. Myth: Disability only means physical limitations.
Reality: Disabilities are diverse and very often invisible and or episodic. They can include mental health conditions, neurodiversity, or chronic illnesses. Employers who educate themselves on this diversity are better equipped to create inclusive environments where all employees, customers and clients can thrive.
5. The Real Challenge: Overcoming Limiting Beliefs
While accommodations are often straightforward, one of the biggest barriers is mindset. Misconceptions about people experiencing disabilities can lead to unnecessary doubts or hesitations. Recognizing and challenging these limiting beliefs are key to unlocking the full potential of an inclusive workplace.
Hiring someone living with a disability isn’t a charitable act—it’s a decision that enriches teams, fosters innovation, and drives organizational success. When we accommodate the needs of one, we make the workplace more inclusive for everyone. Have you ever had your hands full and used the automatic door? What about an AI notetaker that summarizes your Zoom call? Understanding how to cultivate spaces for people experiencing disability to thrive, is understanding how to create spaces for everyone to thrive.
As we celebrate International Day of Persons with Disabilities, let’s commit to breaking down these myths and building workplaces that welcome everyone.
Want to learn more about inclusive hiring?
Join programs like EquitAbility (join the next cohort in January or in April for FREE!) or explore resources from organizations like the Canadian Centre for Diversity and Inclusion. Together, we can create more equitable opportunities for all.
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