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Employment _ Benefits for Employer

Benefits for Employer

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There are many proven benefits of employing a person with a disability.
Increased Productivity
A number of international studies have demonstrated that employees with disabilities have attendance, punctuality and productivity levels equal to, if not better than, their peers.
Accumulated Skill Sets
By retaining staff who acquire a disability you hold on to accumulated skills, experience and commitment.
Enhanced Staff Morale
Staff morale and commitment to the organisation throughout the workforce has been found to increase when an organisation makes a visible commitment to employing a person with a disability.
Increased Customer Loyalty
Benefits are also noticed at customer level – customers respond favourably towards organisations which are positive towards disability and reflect the diversity of the community.
Enhanced Public Image
Clear evidence that you are an equal opportunities employer projects a more positive images and promotes your business.
The Bank of Ireland says: “We can maximise the available potential with a focus on the diverse abilities of people rather that assumptions about what they may not be able to do.
- This will help you attract and retain good quality staff:
- By actively seeking to employ people with disabilities, an organisation will send out the message that it is progressive and positive place to work.
- This will improve the employment practices in your organisation.
- An organisation committed to providing equal opportunities and which is free from harassment and discrimination will benefit from increased morale amongst it’s employees and will avoid unnecessary industrial relations problems.
- This will result in you having a broader pool of potential employees from which you can draw.
- The broader the pool the broader the range of people, experiences and talents available to you. Don’t limit your choices by excluding potential employees.
- Employing people with a disability will attract and retain a wider customer base.
- There are over 400,000 people with disabilities in Ireland. Customers with disabilities are now aware of their rights under equality legislation and require services appropriate to their needs
- Corporate responsibility is increasingly an expectation of companies, organisations and small businesses.
- Promoting inclusion and addressing the large-scale unemployment experienced with people with disabilities is an important expression of responsibility.
- Avoid unlawful discrimination, costly legal fees and bad publicity.
- Employers who provide equal opportunities in access to employment, promotion and training are less likely to end up in court facing charges of discrimination. There is a requirement on employers to provide reasonable accommodation for people with disabilities. (This means that employers should take reasonable account of the needs of people with disabilities in the workplace.)
- Stimulate innovation in the workplace.
- A workplace and work organisation that has flexibility that needs of workers with disabilities can stimulate creativity in work practices that further enhances productivity and quality.

1. Does the person have the ability to do the job? Look at the person’s training, skills and experience rather that his or her disability, as you would when recruiting a person who does not have a disability.
People with disabilities need to be resilient to overcome many obstacles in their daily lives and international studies have shown that people with disabilities are productive, reliable and valuable employees.

2. Will there be health and safety implications? A safe and healthy workplace is important for all employees and customers and is required by law. Simple adjustments and adaptations to the workplace can facilitate a person with a disability and many companies have found that adaptations they have made for employees with disabilities benefit the whole workforce and external customers.

3. What about absenteeism? The experience of Irish and international employers is that people with disabilities have excellent attendance records. Having a disability does not necessarily mean that a person has poor health.

4. Won’t it be expensive? There are often no extra costs involved in recruiting or employing people with disabilities and not all people with a disability need adaptations or specialised equipment. However, FÁS provides assistance to employers to help with costs which may be incurred in employing people with disabilities, adapting the workplace or providing specialised equipment to facilitate a person with disability in their work. Funding is also available to employers to retain employees who acquire disabilities during their working lives.

5. Will my insurance liabilities increase? According to the Insurance Federation (2003), it seems there is little difficulty in obtaining insurance at normal rates once a safe working environment is provided. Insurers are prepared to provide cover for people with disabilities at no additional premium.

6. What about existing employee’s attitudes to working beside someone with a disability? People with disabilities want to be treated in the same way as people who do not have a disability. To assist managers and co-workers working with people with disabilities, funding is available from FÁS for Disability Awareness Training in the workplace. This can help to overcome misconceptions about working beside people with disabilities.

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