What is that you ask? It’s the technical name for a fear of change.

Humans love routine and businesses are no different. Those who run successful businesses may fear doing things differently so as not to affect a change in a system that is working or possibly a change in employee satisfaction, all of which could affect profits.

September is Disability Employment Month and just because something is successful doesn’t mean things shouldn’t change for the better. Here at DDA, we know hiring people with developmental disabilities IS BETTER for business.

The reality is, people with developmental disabilities are often be overlooked when it comes to employment. As adults, this demographic is sometimes seen as children, unable to grasp concepts or the task at hand and get the job done. This could not be further from the truth. We empower those with developmental disabilities so that they can reach their full potential and bring it to employers.

Many studies and articles simply point out the obvious. They show hiring people with disabilities is very good for business and, in fact, they call this group a ‘vast untapped market’ of talent to draw from.

Employees with developmental disabilities may need workplace accommodations, such as headphones to prevent auditory overstimulation. But in most cases, these accommodations and challenges are easily manageable and have little impact on a company’s bottom line. But to realize the advantages, many companies will have to adjust their policies to reflect a broader definition of talent.

Employers must take the time to understand the benefits an organization can get with neurodiverse hiring practices. Approaching the talent pool this way enhances a company’s performance and brings new perspectives to the board room. An article from the Harvard Business Review goes as far as to say hiring neurodiverse staff gives a business a competitive advantage.

The Government of Canada supports the inclusion of people with developmental disabilities as much as possible and identifies key points in a long list of benefits.

From its website:

Inclusive workplaces are good for business

Research shows that inclusive practices help:

  • to reduce turnover
  • to improve attendance and safety records
  • to engage employees and boost company morale
  • to outperform in terms of revenue growth

The Canadian federal government takes that one step further and has developed programs to help entrepreneurs with disabilities build a business. And people like to support inclusive businesses! Canada, in general, has many businesses that are really pushing the boundaries of diversity in employment practices and can be recognized for doing so.

Matthew Gonnering, CEO of U.S.-based digital marketing firm Widen, made sure 5% of his workforce included people with developmental disabilities and has become a strong advocate for organizations to do so. He gave an inspiring TEDx Talk in 2017 about the need for empathy and diversity in our hiring processes.


The final word…

Neurological variations are a vital part of humanity, as much as variations in size, shape, skin color, and personality. None of us has the right to try and improve upon others by deciding which characteristics are ideal and should be kept, versus which characteristics we should discard. Every person is valuable and everyone belongs.

Posted by dda-editor in: Uncategorized