How to Talk about the Cost of Accommodations with Employers

In recent years, popular media has shared the message that disability inclusion gives employers access to a robust pool of workers who enable them to meet their business goals. From Forbes to Understood, advocates are spreading the word that including people with disabilities is good for employers’ bottom lines.

And yet, although employers generally have a positive attitude toward hiring people with disabilities, they seem to become more reluctant when pressed about hiring. (Phillips et. al., 2016). Importantly, a recent study revealed that employer’s negative attitudes and misperceptions of people with disabilities ability to work is an outgrowth of their lack of knowledge on disability-related legislations and accommodations. (Fraser et.al., 2011).

Recent research by TACQE’s partner Autism Workforce provides insights into the costs and benefits for employers who provide accommodations to people with disabilities:

Research tells us that 49% of accommodations cost nothing, yet employers know the cost of accommodations could go beyond the accommodation itself.
Companies will most likely need to make some adjustments to the hiring, onboarding, and training processes to successfully hire and keep an individual with autism employed. Autism Workforce proved there is a solid return on investment for employers’ extra effort on the front end in the form of lower turnover and higher productivity.

Although most employers who made accommodations found the cost to be $500 or less, it does not reflect most successful programs where there is a profound change in the business.
The cost of accommodations to employers will likely be more than $500, and it will not be reflected as a line-item on the budget (e.g., manager training, etc.). Providing accommodations is investment that is “paid back” many times over through reduced turnover, increased productivity, and enhanced corporate culture.

Accommodation-related services may be “free” but they require commitment from the employer.
While it is true and can be a great selling point, saying accommodation-related services are "free" can mislead the business decision maker. To successfully implement an inclusive hiring program, employers need to understand the commitment and the opportunity. This is not "plug-and-play," this is "return on investment." With this approach, employers may start with just one hire, but the success will lead to many, many more throughout the company.

Source: 3 Statements That Can Mislead and Hold Back Autism Employment – Factsheet

As a rehabilitation professional, you are uniquely qualified to engage with and support employers to include people with disabilities in their workforce. We encourage you to:

• Reach out to employers to talk about their business needs.
• Share information about the talent pool available from people with disabilities.
• Ask questions and provide realistic information around concerns related to the costs and benefits of providing accommodations to people with disabilities.

Offer consultation and support on identifying and implementing appropriate accommodations.

• Overview of Job Accommodations 101 – TACQE
  You will learn how to identify job accommodation needs using the Work Experience Survey, and will also learn strategies to provide accommodations using the Win-Win Approach. We will provide resources for support and guidance through the job accommodation process.
• Workplace Accommodations and Universal Design for Young Adult Workers with Disabilities - TACQE
  Learn about a “win-win” job accommodation planning procedure and the Work Experience Survey (WES), which assists professionals and employees with disabilities in identifying on-the-job barriers and determining appropriate accommodation solutions.

• TACQE Fact Sheets
  Get quick facts about employer attitudes towards hiring people with disabilities, as well as the costs and benefits of a disability-inclusive workforce:
  • Understanding Employer Disability Attitudes & Hiring Practices – Factsheet
  • 3 Statements That Can Mislead and Hold Back Autism Employment – Factsheet
• Research Summary: Understanding Employer Hiring Intentions in Relation to Qualified Workers with Disabilities: Preliminary Findings
  Get a sense of key hiring decision makers’ beliefs, normative influences, and perceived control relative to hiring workers with disabilities.
• Employing People with Disabilities: ADA Guidance for Employers - TACQE
  Get answers to common questions employers may have about the ADA and employing people with disabilities, as well as links to resources and tools for employers who wish to learn more.
• Conducting a Reasonable Accommodation Interview - Northwest ADA Center
  Guidance to streamline the reasonable accommodation process and ensure that effective accommodations will be provided.
• Accommodation and Compliance Series by Disability – Job Accommodation Network (JAN)
  Each publication in the series addresses a specific medical condition and provides information about the condition and the ADA, accommodation ideas, and resources for additional information.