The idea of hiring a person with a disability has been controversial in an organizational setting; some employers believe such persons may not meet the needs of their clients. Others believe that it is a good idea to hire a person with a disability since it will enhance a firm’s diversity. The opponents of this idea insist that a person with a disability requires special treatment, which can be costly for a business. Others believe that employees may be uncomfortable when interacting with a person with a disability. However, disability should never disqualify a person from having a job since he or she can execute tasks as ordinary people and enhance diversity that appeals to the organization’s stakeholders
A person with a disability should not be disqualified from a job since he or she brings business opportunities. Having such an individual in an organization enhances its ability to deal with customers from diverse backgrounds. Besides, the diversity created by hiring a person with disability boosts staff morale and loyalty. Thus, there will be improved interpersonal relationships among the members of a given team. The presence of an employee with a disability boosts the image of a company. This strategy attracts potential customers, donors, and organizations whose interests align with the company. As a result, the business will realize increased financial and human resources at its disposal. A company that hires a person with a disability will save on the running and operational costs since the turnover rates, recruitment, and retraining expenses will be reduced. Such an organization can redirect its financial resources to activities, such as marketing, that can enhance its brand image and equity. The presence of a person with disability enhances the trust of the employees, suppliers, investors, donors, and the surrounding community towards a business.
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However, hiring a person with a disability can affect staff morale and interpersonal relationships. Employees may find it challenging to deal with a person with a disability. This issue will force them to practice caution at all times. For example, they have to watch how they speak and carry out their tasks to avoid offending a person with a disability. Although some employees may feel comfortable when working with a person with a disability, they may be concerned that customers are not. This problem may affect the productivity of a company since it may require additional training to ensure that employees are sensitive towards a person with a disability. Besides, some customers may avoid an organization that hires a person with a disability since they feel like he or she will not deliver service per the required standards.
Arguably, the viewpoint opposing the idea of hiring a person with a disability is based on societal beliefs and perceptions. Impairments are common in people’s lives. Even as a person grows old, they are likely to encounter certain physical and mental challenges. These impairments should not be a reason for not hiring a person with a disability. Instead, people should change their perceptions of this population. Provided that a person with a disability is in the environment that supports them, he or she will work like any other employee. Hence, companies should hire people with disabilities to enhance their relations with customers and potential investors and productivity.
Overall, people with disabilities should not be disqualified from employment since they bring significant benefits to an organization. They include reduced retention rates and recruitment costs. Besides, a person with a disability understands the needs of diverse customers. Such people encourage diverse opinions during the decision-making process. They also attract the interest of potential investors who believe in diversity. Denying a person with disability employment is a reflection of societal prejudice and stereotypes. This notion should be discouraged since it denies people with disabilities an opportunity to showcase their talents and abilities in service delivery.
