Inclusive Benefits Packages: Building a Comprehensive Offer to Retain Disabled Employees
Disabled people deserve to get the right jobs, receive proper benefits, and have equal career opportunities. But often, they face employment disadvantages due to their disabilities. They encounter workplace discrimination, lack of accommodations, and limited opportunities.
Image Source: https://www.pexels.com/photo/a-group-of-people-having-a-meeting-in-the-office-6248989/ The above picture shows three people sitting around a work table working on computers. Two of them are women and the third a man in a wheelchair.
In today’s business landscape, fostering a culture of disability inclusion in the workplace is imperative. For one, your company should provide disabled individuals with employment opportunities. Along with this is to offer appropriate benefits to empower and retain these employees.
But how do you build a comprehensive offer for your disabled employees? Read on to find out how to create inclusive benefits packages.
Understanding the Needs of Disabled Employees in the Workplace
First things first, there’s a need to understand the needs of employees with disabilities.
Here’s the good news: Times have changed as far as the business landscape is concerned. People with disabilities can now join the labor workforce. In fact, the Bureau of Labor Statistics (BLS) reported that the number of disabled employees hit 7.6 million in June 2023.
Further, the labor force participation rate of disabled employees (aged 16-64 years) increased from 37.8% in 2022 to 40.4% in October 2023. Meanwhile, the unemployment rate decreased from 8.2% in 2022 to 7.8% in 2023. Take a look at the table below:
Image Source: https://www.dol.gov/agencies/odep/research-evaluation/statistics. The above is a graph of labor statistics from the U.S. Department of Labor.
Providing disabled individuals with employment opportunities, however, isn't enough. Given their conditions, companies and organizations should offer them inclusive benefits packages. These benefits should promote their overall health and well-being as well as assist them in performing their jobs and succeeding at work.
As such, understanding the needs of disabled employees is the first step. Learn more about this in the next section.
Different Types of Employee Disabilities
There are several types of disabilities your company or organization ought to know. One benefit for a disabled employee may not work for another with a different disability. Therefore, developing a holistic and comprehensive package is key to catering to different types of disabilities.
Below are the different types of disabilities:
Physical Disability: Think of employees with mobility issues and those with limb amputations. Even those with paralysis and musculoskeletal disorders fall under this category.
Sensory Disability: This disability affects the employees' different senses. Visual, hearing, and speech impairments are the most common ones. They are often prevalent in the workplace in various companies and organizations.
Cognitive Disability: This impairment impacts the employees' intellect. Learning disabilities like dyslexia, poor memory, and even attention-deficit/hyperactivity disorder (ADHD) fall under this.
Mental Health Disorder: Consider employees diagnosed with mental health problems, such as depression and anxiety. Even those with specific issues, like bipolar disorder and post-traumatic stress disorder (PTSD), should still be allowed to work.
Developmental Disability: This disability affects the individual's growth and development. Wondering what they are? Down syndrome, cerebral palsy, and autism spectrum disorders (ASD) are common examples of this.
Chronic Health Condition: Even those suffering from illnesses should be given job opportunities and entitled to proper benefits. Think of those with chronic health conditions, such as diabetes, cancer, and fibromyalgia. For one, health insurance policies can help them rise above their conditions.
Workplace Challenges Faced by Disabled Employees
There's a line drawn between employees with and without disabilities. The former have employment disadvantages in more ways than one. They often encounter potential obstacles that stop them from working, engaging, and succeeding in the workplace.
That said, here are some of the challenges confronted by disabled employees you must address.
Workplace Discrimination: Nothing can be more frustrating for disabled employees than facing discrimination and stigma from colleagues, customers, and other individuals. The worst thing that can happen is if they become subject to bullying and harassment in the workplace.
Inaccessible Facilities: Most offices and facilities have been constructed and designed to accommodate normal people. Think of physical barriers, such as the lack of ramps and wheelchair-accessible areas. They hinder the mobility of employees with physical disabilities.
Lacking Accommodations: Companies and organizations rarely employ disabled individuals for valid reasons. For one, they also have to invest in assistive tools and technologies as well as provide accommodations, such as hiring screen readers or sign language interpreters.
Limited Career Opportunities: There's a line drawn between regular employees and disabled ones. The latter has a disadvantage in terms of promotions, learning opportunities, and career advancements.
Communication Barriers: Communication is key to employee engagement and business success. Unfortunately, employees with sensory disabilities may struggle to communicate and collaborate with colleagues. As a result, they may not be able to excel in the workplace.
Productivity Issues: In line with communication and collaboration, disabled employees might not be as efficient and productive as regular employees. They often need support, guidance, and assistance along the way.
Key Components of Inclusive Benefits Packages
Earlier, we learned and understood the needs of employees with disabilities. We also delved into the challenges they often experience in the workplace. It's time to create and develop inclusive benefits packages they deserve.
That said, here's how to build a comprehensive offer for disabled employees:
Health Benefits: Start by giving your employees with disabilities access to healthcare. Health insurance is usually general coverage for all employees as part of the benefits package. However, it's best to provide add-ons for disabled employees, such as short and long-term disability insurance and even mental health support.
Flexible Work: There's no denying the rise of remote work in today's business landscape. This flexible work arrangement is ideal for employees with disabilities. You can even go as far as providing disability benefits for injured employees who cannot work in the meantime.
Accessibility and Accommodations: As a company that fosters diversity and inclusion, you should provide disabled employees with all the resources they need to work and succeed. Consider investing in assistive tools and technologies, like listening devices, wearable sensors, and communicators.
Learning and Development: It's also a good idea to invest in your employees with disabilities. Provide them with learning and development opportunities, such as workshops and training programs. Do this while accommodating their needs, like providing the best mattress to rest at work. Despite lacking one thing, they have the knowledge and skills that make them valuable assets to your organization.
Support Group: There's a need to foster trust and support for disabled employees at work. What better way to achieve this than to provide them with support groups? These groups must consist of colleagues and mentors who can help and guide them in the workplace. For all we know, they need all the love and support at work!
The Importance of Inclusive Benefits Packages
Now, you may ask why there is a need to offer inclusive benefits packages to disabled employees. Sure, doing so requires money, time, and effort for your organization. However, it will pay off in the long run. Not only is it the right thing to do, but it will also cause positive repercussions for your business.
Image Source: https://pixabay.com/photos/health-insurance-healthcare-2574809/ The above picture has the words "Where's my Health Insurance" with a circle around the words.
Let’s cut to the chase—Here’s why a comprehensive offer for disabled employees is vital:
They promote diversity and inclusion. There’s a world of difference between simply hiring disabled individuals and providing employees with benefits. The latter truly creates a more inclusive and diverse workplace. That makes your company a top-tier organization that has corporate social responsibility.
They attract and retain top talent. Tom Golubovich, Head of Marketing & Media Relations at Ninja Transfers, suggests offering inclusive benefits packages. “Hiring people with disabilities is one thing; keeping them for good is another. You can ensure high employee retention by providing them with the benefits they deserve.”
They promote employee health and well-being. It’s all the more necessary to provide disabled employees with proper benefits. Since they have disabilities, you must ensure they stay on top of their health conditions. That way, they can deliver their best at work and contribute to your business success.
They boost employee morale and productivity. Inclusive benefits make employees with disabilities feel they are taken care of by the organization. They motivate disabled employees to do better at work, making them as productive as possible. Ultimately, it’s a win-win for both parties!
They guarantee legal and regulatory compliance. Andrew Pierce, CEO at LLC Attorney, recommends reviewing the company’s benefits for disabled employees. “One thing you should remember is to comply with the laws and regulations governing employees with disabilities. Offering inclusive benefits to them can guarantee full legal and regulatory compliance.”
They enhance your business reputation and profitability. Inclusive benefits packages for employees with disabilities reflect your corporate social responsibilities. That can improve your reputation as an organization that takes care of people. Knowing this, customers will most likely patronize your business, buy your products, or hire your services.
Final Words
Promoting diversity and inclusion in the workplace is imperative in business. This initiative includes providing disabled individuals with employment opportunities. And a crucial part of it is offering inclusive benefits packages.
To build a comprehensive offer, start by understanding the needs of employees with disabilities. Then, incorporate the key components of inclusive benefits packages outlined above. With all these, you can attract and retain top talent, promote health and well-being, boost morale and productivity, and guarantee legal and regulatory compliance.
Fostering diversity and inclusion can translate to a positive reputation and business profitability.