The economic argument for hiring people with disabilities

Abstract The question of whether people with disabilities should be hired as employees can be considered from three different perspectives: moral, legal, and economic. From a moral point of view, the question can clearly be answered in the affirmative. After all, respect and charity are among the most important cultural and religious values of our society. If a company does not face up to this moral obligation, the company’s image suffers and there may be social consequences that can result in negative word-of-mouth and lower sales. The legal situation differs between countries but is usually relatively simple and straightforward. In Italy, for example, companies with 15 to 35 employees must employ one person with a disability. For larger companies with 36 to 50 employees, this figure rises to two and with more than 51 employees, a total of 7% of all employees must be disabled. If a company does not comply with this quota system, fines will be imposed. This article deals with the third aspect, which for many companies is most important: the economic one. The central question is whether and under what conditions an employee with a disability can perform just as well or even better than a non-disabled colleague and therefore contribute to the economic success of a business. With a number of examples from research and practice, it is illustrated that economic reasons—in addition to moral arguments and legal obligations—also speak in favor of hiring disabled employees.

Abstract licence: CC BY-NC-ND

A person counts once a day per paper. We keep no cookie and no address: a reader is a hash that changes every day. Any month under five reads shows no number.