Integrating Persons with Disabilities in the Workplace: A Business Case

Equipped with the right skills, persons with disabilities have the potential to contribute to national prosperity and, moreover, their employment significantly reduces reliance on disability benefits. While data on the employment of persons with disabilities are generally difficult to obtain, information gathered from the media around the world confirms it as a solid “business case”. In 2007, an article supported by the Disability Rights Commission argued that “improving the employment rate of disabled people to the national average would boost the [United Kingdom] economy by £13 billion [United Kingdom pounds], equivalent to six months economic growth”.[1]

National gazettes highlight stories about employers who found that workers with disabilities were talented, motivated, loyal and perseverant in their jobs.[2] Mugunhwa Electronics in the Republic of Korea has proved that employing persons with disabilities and positioning them according to their capacities and needs can maximize productivity and reduce staff turnover, even when 80 percent of the manpower is disabled. Other successful companies that have integrated workers with disabilities report higher retention rate, a better business reputation and were better able to cater for their disabled clientele.[3] Another argument supporting the employment of persons with disabilities is that employers do not actually need to make expensive changes to the workplace in order to accommodate their disabled staff. Even so, when adjustments are required, the average cost incurred is relatively minimal.[4]

Yet, persons with disabilities wishing to work continue to be underrepresented in the labour force everywhere in the world. Irrespective of their qualifications, the unemployment rate of persons with disabilities is usually double or three times higher than that of the general population, and is often as high as 80 per cent or more.[5] Those who do find a job are more likely to receive little or no remuneration, are more likely to work part-time or in low-value informal jobs, and have little prospects for career development. In Mexico, for example, 14 per cent of persons with disabilities work for no pay; while in Brazil, 30 per cent receive less than the minimum wage.[6]