Get the best person for the job. Skills shortages are a major issue for employers in competitive employment markets. Widening your pool of potential recruits as far as possible makes good business sense.
Gain important skills. Many disabled students have managed their disability in what can be a hostile world. This often means they have developed strong skills in areas which employers prize highly, including problem solving, tenacity, creativity and negotiation.
Reduce absence. Research shows that staff with disabilities have very good attendance records, and in fact take less time off through sickness than non-disabled staff.
Create acceptance and diversity. Most progressive companies accept that having a workforce which reflects the community in which they operate is a basic building block in building social responsibility. It shows commitment to the importance of equal opportunities and diversity.
Make your workplace more efficient. The process of thinking about making necessary adjustments for disabled employees can generate helpful internal reviews, more flexible working patterns and more effective workplace systems and procedures, which can benefit all employees.
Comply with the Disability Discrimination Act. It is important that you act in compliance with the relevant legislation. This requires that all disabled applicants and employees are treated fairly. See section on The Law.
A wide range of material about the Disability Discrimination Act can be ordered by telephone from the DDA Helpline:
Tel: 08457 622 633. Fax 08457 622 611. www.drc-gb.org
