Benefits of Hiring People with Disabilities

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Benefits of Hiring People with Disabilities

When we talk about hiring people with disabilities, we are also discussing the broader issues of labor
shortages, diverse hiring practices, and the social reactions to an impairment. Therefore, it is of
importance to note that the reported benefits of hiring as referenced by the sources included in this
summary are not comprehensive and do not necessarily reflect all aspects of these broad issues. What is
represented, however, is a list of valid benefits to businesses who hire veterans and other individuals
with disabilities.

Statistics and findings from studies conducted from 1998 through 2010 - along with anecdotal
observations and best practice experiences realized from our consulting efforts clearly speak to the
business opportunities surrounding the hiring of qualified candidates with disabilities.

Today, we can take pride in the progress that has been made regarding hiring practices for people with
disabilities. Since the ADA was passed and benefits for hiring people with disabilities were first cited,
many general ‘feel good’ statements or other somewhat exaggerated financial benefits were often used
to build enthusiasm surrounding employment and disability. The 2009 passage of the ADA Amendments
Act shows Congress’ intent to ensure greater ‘accommodation’ for a larger, more clearly defined group of
Americans with disabilities. (more information on ADA Amendments available on our home page –
www.thesierragroup.com).

This started during a time in our country, just 20 years ago when even qualified candidates with
disabilities were often screened OUT of the hiring process. Now, through sophisticated recruiting
processes, technology enhancements, access to education and training, along with more nuanced and
available financial incentives - businesses can now access enough data and information to comfortably
hire employees who need different supports.

Because hiring managers like predictable results, here are some predictable benefits to expect in today’s
market when hiring a qualified candidate with a disability. Benefits of Hiring include:
Increased hiring pool.

Positively impacts the retention of existing employees.

ROI - Tax and other financial incentives including productivity benefits.

Reduced cost of employee benefits available.

Increased diversity.

Response to an aging workforce.

Increased work ethic/dedication.

Enhanced staff morale.

New look at creativity and problem solving.

Becoming poised for future preference in Government Contracting.

Reference materials:

Benefits list derived from The Sierra Group’s consulting history in the area of disability and employment
in America and via input gathered from our Foundation’s Employment Incentives web portal.

Financial benefits of hiring:

www.employmentincentives.org

Personalized consultation or recruiting services available via:

www.thesierragroup.com.

Learn at Your Desk Teleseminars by The Sierra Group:

www.onemoreway.org

Additional studies relevant to this topic include:

Project EARN Market Research Report

http://www.earnworks.com/tools/Focus_Group_Report.doc.

EARNWorks Employer Business Case

http://www.earnworks.com/employers/businesscase/reduce.asp.

US Department of Labor, Office of Disability and Employment Policy (January 2005 report).

USDOL’s Project EARNWorks Business Case.

US Department of Education, Rehabilitation Services Administration’s Disability Employment 101

publication (July 25, 2006).

Workplace Accommodations RERC Policy Delphi Study: Barriers and Opportunities Overview. (2007). Paul
M.A. Baker, Ph.D., AICP, Workplace Accommodations RERC /Center for Advanced Communications Policy
(CACP); Georgia Institute of Technology, Atlanta, GA 30332, USA.

General information along with web links and Q & A on workplace accommodations available via Job
Accommodation Network – www.askjan.org.

https://disability.careercast.com/article/benefits-hiring-people-disabilities

2. WHY HIRING PERSONS WITH DISABILITY (PWD) CAN BENEFIT COMPANIES

Persons with Disability (PWD), as defined by the Philippine Magna Carta for Disabled Persons, are
individuals affected by restriction due to sensory, physical, or mental impairment, which hinders them
from performing activities considered normal for a human being. Worldwide, more than a billion people,
or around 15 percent of the earth’s population, have some form of disability. When it comes to the
Philippines, the 2010 Census of Population and Housing by the Philippine Statistics Authority reveal that
1.443 million Filipinos have a disability.

Companies that come across PWD candidates may be reluctant to hire these individuals, as they fear the
problems that may arise from hiring these applicants. Businesses, however, should not worry about
employing PWDs. These reasons should convince companies that providing work for PWDs is a good
idea.

Incentivizes Private Companies that Hire PWDs

Republic Act No. 10524, which is a law expanding employment opportunities for PWDs, encourages
private corporations that employ a minimum of 100 employees to reserve at least one percent of their
positions for individuals with disability. Companies that hire PWDs can enjoy these incentives under the
Implementing Rules and Regulations (IRR) of the Bureau of Internal Revenue (BIR):

An additional deduction of 25 percent from the private entity’s gross income of the total amount paid as
wages and salaries to PWDs.

Companies are also entitled to an additional deduction from their net income if they change or enhance
their physical facilities for the benefit of PWDs. This deduction is equivalent to 50 percent of the direct
costs of the modifications or improvements.

Creates a Positive Image

Besides getting the opportunity to obtain incentives from the government, employing PWDs can
promote a more positive image for the business. Hiring individuals with disabilities is an excellent
opportunity for a company to show its diverse workforce to the public. As a result, this may make the
company more appealing to potential clients and workers. Additionally, other businesses in the area may
follow suit to boost their reputation, which can make the business climate more diverse.
Expands the Talent Pool

Private corporations that are hesitant to include PWDs in their recruitment efforts may be missing out on
access to a source of talented workers. Small businesses having trouble getting qualified candidates may
be overlooking capable but disabled candidates. This could result in companies having to settle for
mediocrity. Thus, companies should see individuals with disabilities as an untapped resource of talents
and skills and consider hiring potential PWD employees.

Reduces Job Turnover

Employees with disabilities understand how hard it is to land a job. Thus, they often display greater
loyalty to their employer and show how much they want the job. This loyalty minimizes turnover costs
and can even lead to increased productivity.

If you’re looking to join a company that has a dynamic company culture and offers fantastic career
development, turn to Truelogic Careers. We’re always looking for brilliant minds and talented individuals
who can improve the lives of many business owners. Moreover, we welcome unique individuals who like
to think out of the box as well as love and live the Internet.

Contact us today for more details.

https://careers.truelogic.com.ph/why-hiring-persons-with-disability-pwd-can-benefit-companies/

3. The benefits of hiring PWDs, as told by companies

AUTHOR

MARIA FEONA IMPERIAL

DATE

SEPTEMBER 26, 2017

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Raphael Torralba, who is hard of hearing, recalls how he used to fear being perceived as a "snub" by his
officemates at the Department of Foreign Affairs. To overcome the communication barrier, he taught
them how to sign. (Photo from Handicap International)

Raphael Torralba recounts how uncertainty crept up when he entered the halls of the Department of
Foreign Affairs in 2014. His first-day-of-work jitters stemmed from a constant fear of being
misunderstood, as a person who is hard of hearing.

Not long after, he sought to break communication barriers that prevented him from joining the casual
office chit-chats. He introduced deaf awareness to his officemates. Now everyone in the human resource
department where he works is familiar with basic sign language.

Torralba’s story proves that persons with disability (PWDs) make good assets in the workplace, contrary
to a deeply-rooted stigma that they are mere liabilities. Four years after the passage of a law that
expands reserved positions for PWDs, more businesses in the Philippines are championing disability
inclusion in the workplace, recognizing skills, loyalty and resilience unique to PWDs.

In a Sept. 20 conference, “Inclusion Works: How Companies Win From Disability Inclusive Employment”
in Manila, companies that are known to hire PWDs tackled best practices as well as benefits of
mainstreaming PWDs in the workplace.
Passed in 2013, Republic Act No. 10524 amended Republic Act No. 7277 or the Magna Carta for PWDs to
require government agencies to reserve at least 1 percent of their total positions to PWDs. Corporations
with more than 100 employees are encouraged to do the same.

Statistics, however, show that among the 1.4 million Filipino PWDs, the playing field remains uneven for
around 85 percent of them. This disparity is true not only in the Philippines, but in other developing
countries as well, estimates from the World Health Organization reveal.

To fill this gap locally, the Unilab Foundation matches PWDs with jobs that fit their unique skills through
“Project Inclusion.”

In 2013, it started off by hiring 28 persons with autism and Down syndrome, as the company’s internal
study showed people with intellectual and developmental disabilities are least preferred by companies,
said project manager Grant Javier.

Talk about proving these companies wrong, the Unilab Foundation’s website that serves as a “LinkedIn
for PWDs” has employed 124 PWDs in different companies in retail, technology, manufacturing,
hospitality, as well as freelancers like painters, writers and sculptors.

“Osel”, who has autism and works in a popular drugstore chain, is one. She has a fixation for time, which
some people could find weird, said Javier. Sometimes, she’d hold an alarm clock and start speaking
incessantly about time zones.

But her penchant for timekeeping proved useful when two employees complained about inconsistencies
in time records. The management called up Osel, who was then an inventory processing clerk, and it
turned out she had been keeping unofficial logs of tardy employees.

The two employees simply couldn’t contest Osel’s case, knowing persons with autism have very low
propensity for lying.
Now, she’s official timekeeper and the final arbiter for tardiness complaints, and seldom do people in
their office come to work late, Javier said.

Grant Javier of the Unilab Foundation shares the company's successes in providing jobs for PWDs
through a website it developed in 2016. (Photo from Handicap International)

“Because it’s so hard for them to find jobs, they stay at that job, grow within it and take pride in what
they do,” said Dorothy Garcia of US-based Harkin International Disability Employment Summit.

Garcia, who has worked closely with PWD-inclusive businesses around the globe, said besides corporate
social responsibility, companies can use hiring PWDs for “smart branding.”

“If you're just starting out, why don't you make it part of your image and brand to be known as the
company that hires inclusively?” Garcia said.

ANZ, a multinational banking company, stands as proof of how companies can become models for
disability inclusion. In 2015, it won the Apolinario Mabini Awards for mainstreaming PWD in corporate
employment.

From four PWDs in 2010, the company now has 61 working in contact centers, knowledge processing
and banking operations.

Garcia added that companies in developing countries usually have reservations about hiring PWDs
because of the need to “devote more resources to people that might need a little bit more training.”

Javier of Unilab Foundation agrees that training PWDs is difficult, but says the long-term rewards are
worth it.

One thing he learned in working with PWD-inclusive companies is that hiring PWDs creates positive
working environments.
“Teams become better human beings, because they learn to be more understanding, more embracing,
more compassionate toward others.”

More, hiring PWDs can solidify bonds among employees.

“Companies spend a great deal of money trying to do team building, but the best exercise to do
everyday team building? Hire a PWD. You will get everyone to work together,” Javier said.

This holds true for Torralba and his officemates in the DFA, who had pushed him to “raise his bar” and
achieve a dream he didn’t realize he wanted: be a foreign service officer.

“As an employee, the difficulties of being a hard of hearing person are peppered with obstacles that no
normal hearing person would ever even have to consider,” Torralba said.

Yet, amid communication barriers, Torralba is assured of support and understanding from his
officemates.

“They make me feel like I’m part of the family and never make me feel alone.”

Besides, all humans are “potential diplomats,” he said. In that case, anyone can be an ambassador for
PWD awareness: “It can be that one.”

TAGS

DISABILITY EMPLOYMENT

4. Hiring PWDs in the Philippines: It’s a great idea

PUBLISHED JULY 10, 2013

How do we let people know that hiring PWDs is a great idea? Let them know the benefits.

If you ask a small business owner if he will hire a person with disability, more often than not the idea will
be met with opposition if not laughter or sarcasm. Sadly, many perception-based biases hurt the PWDs
chances of living a productive and fulfilling life. Our primary goal at PWDPhil.com is to raise awareness
and change public perception towards Pinoys With Disabilities. Their disabilities should not be
hindrances to their employ-ability and unless the job requires specific motor skills, the person with
disability is as good as anyone vying for an office job. Remember that the law states that “No person
with disability shall be denied access to opportunities for suitable employment. A qualified disabled
employee shall be subject to the same terms and conditions of employment and the same
compensation, privileges, benefits, fringe benefits, incentives or allowances as a qualified able bodied
person. “

The few PWDs who get hired working in offices struggle against physical hardship just to get to the office
on time. Many of our ramps are not safe for wheelchairs and even more of these ramps are too steep or
too narrow for a wheelchair to use for the PWD to go at it alone. The cost of building or retrofitting these
access ramps are an expense that many companies have chosen to scrimp on, mostly because of the
general negative attitude pervasive against PWDs.

The government has taken steps in giving tax incentives to companies that make improvements to make
their facility access-friendly, as there are also tax incentives for hiring PWDs as seen in the provisions of
Republic Act 7277:

To encourage the active participation of the private sector in promoting the welfare of disabled persons
and to ensure gainful employment for qualified disabled persons, adequate incentives shall be provided
to private entities which employ disabled persons.cralaw

(b) Private entities that employ disabled persons who meet the required skills or qualifications, either as
regular employee, apprentice or learner, shall be entitled to an additional deduction, from their gross
income, equivalent to twenty-five percent (25%) of the total amount paid as salaries and wages to
disabled persons: Provided, however, That such entities present proof as certified by the Department of
Labor and Employment that disabled persons are under their employ: Provided, further, That the
disabled employee is accredited with the Department of Labor and Employment and the Department of
Health as to his disability, skills and qualifications.

(c) Private entities that improve or modify their physical facilities in order to provide reasonable
accommodation for disabled persons shall also be entitled to an additional deduction from their net
taxable income, equivalent to fifty percent (50%) of the direct costs of the improvements or
modifications. This Section, however, does not apply to improvements or modifications of facilities
required under Batas Pambansa Bilang 344.

Beyond what the incentives and laws say, it is always a good idea to hire a PWD. Because they are people
too who have abilities that contribute to any organization’s operations. The hardships that many of them
face, including ridicule and bullying, Pinoys with disabilities are strong, capable and determined to prove
their worth.

PUBLISHED IN BENEFITS AND PERKS AND PWDS IN THE WORKPLACE

http://pwdphil.com/2013/07/10/hiring-pwds-in-the-philippines-its-a-great-idea/

5. DOLE to employers: Uphold PWD rights

By DOLE

Published on September 18, 2018

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MANILA, Sept. 18 -- All employees with disability are entitled to all rights and benefits granted under the
Labor Code of the Philippines.

This was reiterated by Labor Secretary Silvestre Bello III when he issued Labor Advisory No. 14, series of
2018 which mandates employers to grant their qualified workers with disability the rights and privileges
mandated by the Labor Code.
”All qualified employees with disability shall be entitled to all the rights and benefits granted under the
Labor Code of the Philippines, as amended, unless otherwise expressly provided. Employers are not
prohibited from granting such other benefits above and beyond the minimum requirements of the Law,”
Bello said.

Workers with disabilities must also be mandatorily covered under the Social Security System, PhilHealth
and Pag-IBIG, whenever applicable.

In addition to the service incentive leave under the Labor Code, as amended, PWD employees are also
entitled to Maternity Leave (RA 1161, as amended by RA 8262), Paternity Leave (RA 8187), Solo Parent
Leave (RA 8972), the Violence Against Women and their Children (VAWC) Leave (RA 9262), and Special
Leave for Women (RA 9710).

The Magna Carta for Disabled Persons, or Republic Act No. 7277 prescribes that “no disabled persons
shall be denied access to opportunities for suitable employment, and that a qualified disabled employee
shall be subject to the same terms and conditions of employment and the same compensation,
privileges, benefits, fringe benefits, incentives or allowances as a qualified able-bodied person.”

The Implementing Rules and Regulations of RA 7277 mandates the Department of Labor and
Employment, in coordination with the local government units, private corporations, and Public
Employment Service Office, to facilitate access of PWDs to employment opportunities through the
conduct of job fairs, career guidance, job coaching, and other employment facilitation services. (DOLE)

7. Words by

Cristina Isabel Guanzon

Guest Writer

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“You’re hired.” These are powerful words. In the case of persons with disabilities (PWDs), they’re
powerful enough to change lives.
My life was forever changed the first time I said those words to a PWD worker applying to work at our
family business. For the last two years, I’ve been working as the head of Human Resources for PWDs,
particularly for the deaf and hard of hearing—a role I take very personally.

It’s always an emotional moment when they find out they’ve been hired. The look on their faces, it’s like
they’ve won a million bucks. It’s not about the money. It’s about acceptance. I know because I was born
deaf. And I’ve spent my life fighting to be accepted.

Always on the outskirts, these men and women have spent years, if not all their lives, sitting in the dark,
alone with their doubts. They work like there’s no tomorrow, because for all they know, there may not
actually be one. As a person with a disability, you get used to being locked out of opportunities. Not
many workplaces are welcoming towards us. Given a chance to prove what they’re capable of, these
men and women often outperform everyone around them.

Growing up, I always wanted to build something for myself. I fought through therapy, through school.
Graduating was a huge victory for me. But then the real challenge began: Getting a job.

PWD workers know this all too well, and many of them are incredible workers for it. Those who find
themselves in a position to open doors for them, you might want to keep an open mind.

Experience is expected in the workplace. You gain that experience by learning from small tasks to build
skill sets that ready you for greater responsibilities. No group of people are as observant and innovative
as PWDs, constantly studying the world around them in order to better understand it.

And when things get rough, you need workers that know what it’s like to persist in the dark. To confront
challenges, think outside of the box, and get things done. That’s the kind of perseverance PWDs bring to
the table. If you can manage to look beyond their disabilities, they’re not too different from the rest of
your workforce. It so happens that some can’t hear, some can’t see, and some can’t move around as
easily. But they find ways to thrive and shine.
Ironically, even abled people can be disabled by choice. Some don’t hear, some don’t see, and some
don’t move when things go awry. The difference is, we overcome.

Of course, it’s not always easy working with PWDs. Like with any collaborative effort between groups, it
takes a lot of communication. And communication means compromise. If your employee is deaf, be open
to learn sign language. Know that they make the same effort reading your lips and writing on a notepad.
Working with a PWD is a fantastic opportunity to learn how to be more observant, more protective,
more patient. Characteristics that make one not only a great worker, but a great person.

PWD workers aren’t liabilities. Give them a chance and, with a little adjustment, a little sensitivity and
creativity, you’ll see just how productive your company can become. These workers don’t only do things
better, they do them differently, and that’s an asset you’ll never find anywhere else. Give them your
support, and encourage them to be proud of being who they are as people, beyond their disability.

The divide between PWDs and the rest of society is wide and runs deep, and made worse by the societal
and environmental barriers we have created. But we can remake these barriers into something more
inclusive, something better.

Seemingly simple things like a lack of communication, a lack of empathy, a lack of understanding or the
willingness to. These have resulted in a cycle of silent struggle—of settling for less than what we deserve.
It’s high time we break that silence. So here I am, a person with a disability, reaching out.

The talent and the work ethic are there. You just need to recognize it.

Cristina Guanzon is a tech entrepreneur and young professional advocating for the inclusion of PWDs in
the workplace.

https://www.bworldonline.com/sparkup-work-employment-pwd-workplace-productivity/
8. Employment of Persons with Disabilities (PWDs) in the Philippines: The Case of Metro Manila and
Rosario, Batangas

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Author

Listed:

Mina, Christian D.

Registered:

Christian De Guzman Mina

Abstract

Persons with disability (PWDs) are among the vulnerable groups in the country that need utmost
attention from the government. This is perhaps the reason why the institutional and legal environment
has been made favorable to this particular group, especially in the area of employment. However, earlier
reports note that the quality of employment of PWDs still needs improvement. This paper examines the
employment profile of PWDs in the Philippines using the 2008 and 2010 disability surveys in selected
cities of Metro Manila (urban) and Rosario, Batangas (rural), respectively. Key findings of this paper are
as follows: (1) Proportion of employed among PWD respondents in the urban area is relatively higher
than that in the rural area; (2) Roughly half of working PWDs are underemployed; (3) Employed PWDs in
the urban area are dominated by the visually-impaired while the hearing-impaired has the highest
proportion of employed in the rural area; (4) The leading occupation among PWDs in the urban area is
masseur while farmer/farm worker/livestock and poultry raiser in the rural area, although many
respondents in both areas are also engaged in entrepreneurial activities (e.g., managing a sari-sari store,
e-load business, among others) and are working as helpers/utility workers or laborers; (5) The majority
of employed respondents in both areas are considered as vulnerable workers--self-employed and unpaid
family workers; (6) Some PWDs who are wage/salary workers are considered as informally employed as
they are working as temporary workers without formal contract, seasonal workers, or hired on a daily
basis; (7) Multiple Correspondence Analysis (MCA) suggests that being a member in a Disabled People`s
Organization and being at least high school graduate strongly correlate with being employed; and (8)
MCA also revealed that PWDs who are at least college graduates are more closely related to being
officers/managers/supervisors, professionals, and technicians/associate professionals while those who
are at most elementary graduates tend to be laborers/unskilled and agricultural workers.
https://ideas.repec.org/p/phd/dpaper/dp_2013-13.html