[WORLD] Conversations about diversity and inclusion often miss one of the most overlooked groups in the workforce: individuals with intellectual disabilities. People with conditions such as severe autism, Down syndrome, cerebral palsy, or brain injuries stemming from fetal alcohol syndrome or prenatal infections are frequently misunderstood—and underestimated. Too often, they’re seen as burdens rather than assets. But that couldn’t be further from the truth.
Speaking from firsthand experience, individuals with intellectual disabilities are often among the most dependable, dedicated, and hardworking employees on any team.
A growing body of research backs this up. A study by Harvard Business Review found that teams inclusive of employees with disabilities outperform more uniform groups in problem-solving and creativity. Likewise, a 2023 report from the Society for Human Resource Management (SHRM) found that 75% of employers who hired individuals with intellectual disabilities reported enhanced team cohesion and stronger workplace culture. These findings challenge entrenched stereotypes and underscore the real value of inclusive hiring practices.
At DASCH, we help individuals of all abilities build lives of independence and purpose. The biggest hurdle they face isn’t a lack of capability or motivation—it’s a lack of understanding.
Time and again, employers who take that first step into inclusive hiring tell us the same thing: I wish I’d done this sooner.
The numbers tell a compelling story. According to a 2020 Accenture report, while people with disabilities make up about 15% of the global population, only 20% are active in the workforce. Another study, The Disability Inclusion Advantage—published by Accenture in collaboration with Disability:IN and the American Association of People with Disabilities—found that companies actively embracing disability inclusion saw 28% higher revenue and double the net income compared to peers. These companies also reported better innovation, employee retention, and public perception.
There are financial incentives, too. Many governments, including those in Canada and the U.S., offer tax breaks, subsidies, and grants to businesses that employ people with disabilities. The Canadian Disability Tax Credit and the U.S. Work Opportunity Tax Credit are just two examples of programs that reduce employer costs while promoting social equity. Yet many of these supports remain underutilized.
At DASCH, we’ve witnessed the benefits firsthand. We've placed individuals in a wide range of roles—from police stations and fire halls to animal shelters and even surgical environments. One employee recently retired after 25 years with a provincial phone company. That kind of retention is rare in today’s workforce. Employers aren’t just hiring—they’re gaining committed, long-term team members.
Breaking Down Misconceptions
One persistent myth is that hiring someone with an intellectual disability will increase the workload for employers. The reality? Most of the individuals we support work independently and thrive in their roles. They are punctual, dependable, and focused. They’re not caught up in office politics—they just want to do good work.
Their impact goes beyond reliability. In customer-facing roles, they often bring an authenticity that customers notice and appreciate. A 2022 Deloitte case study highlighted a retail chain that saw a 15% jump in customer satisfaction after hiring employees with disabilities—largely due to their genuine engagement with clients. We’ve seen this again and again: diversity in ability enhances both customer service and team problem-solving.
Another misconception is that these employees can’t meet job demands. Our experience proves otherwise. One of our participants excels in a veterinary surgical unit and knows the names of every tool better than most nurses. Another began handing out water at a luxury car dealership. When it was clear he wasn’t being challenged, he was moved to the parts department—where he quickly memorized the inventory and became the lead runner. He once told us, eyes full of emotion, that coworkers had invited him out for a beer. At 30, it was the first time he’d ever been asked to socialize after work.
Then there’s the story of a man transferred from a closing institution in another province. Described as aggressive and incapable of communal living, he arrived fully restrained. Within three months, he had roommates, a job, and a newfound sense of self-worth. He wasn’t difficult—he had just been misunderstood.
That’s the real barrier: not ability, but opportunity.
These stories are not anomalies. They represent what’s possible when we stop underestimating people—and start believing in them.
Inclusion Isn’t Charity—It’s Smart Business
Building an inclusive workplace begins with a mindset shift. This isn’t about charity or lowered expectations—it’s about seeing potential where others don’t.
And the impact reaches beyond employment. Families report meaningful boosts in confidence and independence when their loved ones secure a job. A 2021 study from the National Organization on Disability found that employed individuals with disabilities experienced better physical and mental health, which in turn reduced long-term healthcare and social service costs. In short, everyone wins—employers, communities, and families alike.
Concerns about accommodations are common but often unfounded. Inclusive hiring rarely requires sweeping changes. It may mean allowing a support person to attend an interview, simplifying instructions, or being intentional about onboarding. These adjustments are minor—and the returns are major.
As one employer told us: “I thought our culture was strong. Now, it’s even better.”
Inclusive hiring boosts morale, reduces groupthink, and brings a fresh, grounded perspective to the workplace. It inspires honesty, gratitude, and unity—qualities every leader wants on their team.
Getting Started
If you're ready to create a more inclusive workforce, start by reaching out. Organizations like DASCH offer vocational training and job-matching services. We prepare individuals for independence and connect them with roles aligned to their strengths. If challenges arise, we provide coaching and support. But more often than not, the only feedback we receive is: “Can you send us two more?”
Be willing to adapt your process. Focus on what candidates can do, not on their diagnosis. Drop preconceived notions. Inclusive hiring means looking beyond labels to discover real talent—people who are capable, enthusiastic, and ready to contribute.
Whether you're a nonprofit leader or a business executive seeking to build a stronger, more inclusive team, the first step is simple: interview someone. Give them a chance. You might just discover your most dedicated employee.
And in doing so, you’ll change a life.
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