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Hello. My name is Lisa Jordan, Founder and
President of Human Solutions LLC. Our goal is to assist you
in meeting your bottom line through changing staff perception
and providing workplace solutions for people with disabilities.
This viable and qualified workforce is often overlooked and
undervalued. By including people with disabilities as part of
your hiring strategy and understanding the benefits it will
bring to your business, you will elevate yourself to a new
level. Not only will you expand your applicant pool, increase
workforce productivity, and retain the talent that you already
have, you will be better equipped to meet your bottom line –
whatever that may be. How do we do this? Our in-house seminars and
consultations engage your staff in active learning, and they
walk away with “tried and true” methods on how to effectively
work with EVERY qualified candidate that walks through the door.
We will also work with you to develop and implement strategies
to keep the talent you have, including creating an environment
that promotes accessibility and productivity. Need more help? No problem. Since all
businesses, including those receiving federal or state funding,
must comply with American's with Disabilities Act (ADA)
regulations, we also assist you in complying with the legal and
regulatory requirements without compromising your organizational
objectives.
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Are you doing all you can do to hire
and retain a diverse workforce?
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Does your hiring strategy include
qualified
workers with disabilities?
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If you answered a confident “yes” to the above
questions - Congratulations! You are one of a select few on the
cutting edge that sees the value of innovative thinking and
design.
If you answered “no”– you’re not alone. But, what’s holding you
back? The reasons are numerous – I’m sure. But, let’s break it
down to the question everyone in business wants answered. The
question that really matters is – if I strive to hire and
develop a diverse workforce will I really be able to better meet
my bottom line? In other words, is it really worth it?
The answer is an overwhelming
YES! Let me tell you how. |
There are many myths and misconceptions about working with and
hiring persons with disabilities. We’ve heard people say…it
costs too much…it’s not safe…my insurance premiums will
rise…it’s too expensive… it will take longer to get the job
done. Now that we’ve acknowledged a few of your concerns, let me
ask you a question. How do you know this, and why are you
limiting your applicant pool?
Let’s go over a few facts.
Fact #1: A study conducted by the U.S. Chamber of Commerce and
the National Association of Manufacturers showed that 90% of the
279 companies surveyed reported no effect on insurance costs as
a result of hiring workers with disabilities. The reality is
that insurance rates were based solely on the relative hazards
of the operation and the organization's accident experience, not
on whether workers have disabilities.
Fact #2: Studies by firms such as DuPont show that employees
with disabilities are not absent any more than employees without
disabilities. In fact, these studies show that on the average,
people with disabilities have better attendance rates than their
non-disabled counterparts. Here are some additional results:
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Performance: 90% rated average or better
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Safety: 97% rated average or better
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Attendance: 86% rated average or better
*Source: "Equal to the Task II", 1990 DuPont Survey of
Employment of People with Disabilities
Fact #3: According to the
Job Accommodation Network, 50% of job
accommodations cost less than $500; 19% of accommodations cost
nothing at all; and, more than 80% of job accommodations cost
less than $1,000. Many companies report that accommodations were
more about making minor “common sense” adjustments that resulted
in little or no cost to the business. In many cases, these
adjustments can also be beneficial to other workers without
disabilities, such as the purchase of an ergonomic chair or
keyboard.
Still not convinced?
Let’s shift gears and talk for a moment about a topic we’re all
familiar with - employee turnover and retention. With the
current workforce of Baby Boomer’s reaching a “new age” – I mean
this in the literal sense! – according to
Disability
Statistics, 25.9% of working-aged people ages 40-49 and 32.5% of
working-age people ages 50-59 have a disability. Given these
statistics, it is likely that 1 in 3 workers will develop will
develop an age-related disability by the time they reach their
50’s. Have you considered what you will do to retain this
seasoned and knowledgeable segment of your workforce? According to
Bliss & Associates, a consulting firm providing
advisory services to entrepreneurial companies, the cost of
replacing a seasoned employee can easily reach 150% of the
employee’s annual salary if you factor in the cost of
recruitment, lost productivity, training, and general costs
associated with new hires. Add in the “learning curve” or time
needed for the new employee to acclimate to his or her position,
and you are talking about a sizeable investment of direct and
indirect costs which ultimately impact on your business’s
productivity. Wouldn’t it be worth the effort to make adjustments to your
current environment and practices now and be proactive versus
reactive? Wouldn’t it also make sense to invest in the staff you
already have so when employees do retire, you’ve built the
capacity to continue to move forward? This is where the
innovation and forward-thinking comes in. This is your chance to
maintain and build your competitive edge!
What are you prepared to do
today to ensure you maintain a
qualified, diverse, and productive workforce for tomorrow?
Are you Ready?
Click here to learn more about Our Services.
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