Hiring employees with disabilities isn’t just about meeting legal requirements—it’s about building stronger, more diverse teams. Companies that prioritize inclusive hiring benefit from fresh perspectives, higher employee engagement, and stronger retention rates. But despite growing awareness, many organizations still struggle to create truly accessible hiring and onboarding experiences.
When job application platforms are not accessible, qualified candidates may be excluded before they even have a chance to apply. Similarly, if new employees do not have equal access to training materials, they face unnecessary obstacles that can hinder their success from the start.
This article is designed to help employers remove those barriers, providing clear, actionable steps for making the hiring and onboarding process more inclusive.
The Employment Landscape for People with Disabilities
Where We Are Now
The good news is that employment for people with disabilities has hit a record high, with 22.5% of individuals with disabilities employed in 2023—the highest rate since 2008 (BLS).
Challenges Job Seekers Face
Many companies don’t realize the hurdles they’ve unintentionally put in place.
- Misconceptions about ability – Some hiring managers assume a disability means lower productivity, which is simply not true.
- Inaccessible hiring platforms – If an applicant tracking system isn’t screen-reader friendly, it’s shutting out qualified candidates.
- Lack of inclusive policies – Without structured support, new hires with disabilities may struggle with retention and job satisfaction.
Why Hiring Employees with Disabilities is a Smart Business Move
Many companies recognize the importance of diversity, but disability inclusion often gets overlooked. Whether it’s due to misconceptions, a lack of accessible hiring processes, or simply not knowing where to start, businesses miss out on highly skilled candidates who could bring immense value to their teams.
Here’s why investing in accessibility and inclusion makes sense:
- Diversity fuels innovation – Companies with diverse teams outperform their competitors by 35% (McKinsey & Company).
- A wider talent pool – Over 61 million adults in the U.S. have a disability (CDC). By making your workplace more accessible, you’re gaining access to a huge, often overlooked talent pool.
- Better retention – Companies that prioritize disability inclusion see 90% higher retention rates (Accenture).
- Regulatory compliance – Aligning with ADA and EEOC guidelines reduces legal risks.
Feel free to also check out our article on ‘Designing Learning Environments For Diverse Learning Needs.’
Inclusive Hiring Best Practices
Building an inclusive hiring process starts with removing unnecessary barriers that prevent qualified candidates from applying and succeeding. Simple changes (like using accessible job descriptions, ensuring hiring platforms work for all applicants, and providing accommodations during interviews) can make a significant difference in attracting and retaining diverse talent.
The following best practices will help ensure your hiring process is both accessible and equitable, allowing your organization to reach a wider talent pool while fostering a more inclusive workplace.
1. Write Accessible Job Descriptions
- Remove unnecessary jargon in job descriptions
- Be clear that accommodations are available.
- Use inclusive language that welcomes all candidates.
2. Make Hiring Platforms Accessible
- Ensure job portals work with screen readers and allow keyboard navigation.
- Offer alternative ways to apply, like email or phone submissions.
3. Train Your HR Team on Disability Inclusion
- Educate recruiters on unconscious bias and ADA compliance.
- Make sure hiring managers know what reasonable accommodations look like.
4. Provide Accommodations During Interviews
- Offer closed captioning or sign language interpreters for virtual interviews.
- Give extra time for assessments if needed.
5. Tap into Disability Hiring Programs
- Use the Work Opportunity Tax Credit (WOTC) to hire employees with disabilities.
- Partner with organizations like The National Organization on Disability (NOD) to find qualified candidates.
Creating an Accessible Onboarding Process
Hiring is just step one. It’s also important to have a strong onboarding process to set employees up for success.
1. Use an Accessible Employee Onboarding LMS
A cloud-based employee onboarding LMS like YesLMS ensures every new hire receives the same training, regardless of their abilities. Look for features like:
- Screen reader compatibility
- Closed captions for videos
- Adjustable text size and contrast settings
2. Assign a Mentor or Buddy
- A structured mentorship or buddy system can significantly improve the onboarding experience for employees with disabilities. Studies show that employees with strong workplace connections are 3.5 times more likely to be engaged at work (Gallup).
- A well-matched mentor can also serve as an advocate, ensuring that any accessibility challenges are addressed early on.
3. Offer Flexible Training Options
- Provide multiple learning formats (text, video, audio).
- Allow for self-paced training so employees can go at their own speed.
4. Make the Workplace (Physically and Digitally) Accessible
- Ensure office spaces meet ADA standards – The Americans with Disabilities Act (ADA) requires workplaces to be accessible, covering areas like entrances, restrooms, and workstations to remove physical barriers.
- Use digital tools that comply with WCAG guidelines – The Web Content Accessibility Guidelines (WCAG) ensure websites, software, and documents are usable for individuals with disabilities, including features like screen reader compatibility and keyboard navigation.
5. Check In Regularly
- Ask employees what’s working—and what’s not.
- Update training materials based on real feedback.
Common Challenges and How to Overcome Them
1. “Accommodations Are Too Expensive”
A common concern among employers is the perceived expense of workplace accommodations. However, research from the Job Accommodation Network (JAN) shows that the average cost of accommodations is $500 or less per employee, with many requiring no cost at all. Investing in accessibility not only ensures compliance but also improves employee productivity and retention, making it a worthwhile long-term investment.
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2. Lack of Awareness About Workplace Accommodations
One of the biggest barriers to inclusion is a lack of understanding about what accommodations are available and how they can be implemented. Many managers are unsure of their role in supporting employees with disabilities, leading to missed opportunities for meaningful inclusion. Providing training on workplace accommodations helps managers confidently address employee needs, ensuring that reasonable adjustments—such as flexible work arrangements, assistive technology, or modified job duties—are implemented effectively.
In addition, employees should be aware of their rights under the ADA so they feel empowered to request accommodations without fear of discrimination. Clear communication about company policies, along with open discussions on workplace accessibility, helps create a more informed and supportive work environment.
3. Creating a Culture of Inclusion
Fostering an inclusive culture goes beyond policy—it requires ongoing education and leadership commitment. Disability awareness training can help employees recognize and challenge unconscious biases while learning how to be better allies in the workplace.
Leadership also plays a critical role. When company leaders actively support and speak about inclusive hiring, it reinforces the message that accessibility is a core value, not just a compliance requirement.
Key Laws Employers Should Know
- Americans with Disabilities Act (ADA) – Requires reasonable accommodations and prohibits discrimination.
- Equal Employment Opportunity Commission (EEOC) – Enforces anti-discrimination laws.
- Section 503 of the Rehabilitation Act – Federal contractors must take affirmative action to hire people with disabilities.
Final Thoughts
By removing barriers in hiring and onboarding, companies can tap into a wider talent pool, improve retention, and create a workplace where all employees can succeed.
An accessible employee onboarding LMS, like YesLMS, ensures that every new hire receives the training and support they need to thrive. Investing in accessibility isn’t just good for employees—it’s a strategic advantage for businesses looking to grow and lead in their industries.
Want to create a more inclusive workplace? Learn how YesLMS can help.
