Why Won’t Anyone Hire Me? Debunking the Myths Surrounding Disability and Employment

EVERYONE, regardless of ability, has unique skills and talents that can bring value to the workforce. Often, the real issue isn't the disability that individuals face but the perceived inconvenience or cost of accommodating those differences. Here, we explore the challenges and realities of hiring people with disabilities and how to overcome common misconceptions.

Understanding Disabilities

A disability, as the World Health Organization defines it, is any condition of the body or mind that makes it more difficult for the person with the condition to do certain activities or interact with the world around them. This can range from physical impairments to cognitive challenges. However, it's important to recognize that a disability does not define one's capabilities. Just because someone can't walk doesn't mean they can't become an excellent artist or excel in any other field where their skills lie. This nuanced perspective is crucial when considering hiring someone with a disability.

The Myth of Inability

The misconception that a person with a disability cannot perform a job simply because of their condition is not only flawed but also discriminatory and costly. It's often easier for employers to overlook a skilled, capable individual with a disability in favor of someone who may require less training and fewer accommodations. However, this is shortsighted and can harm the company in the long run. A person with a disability who takes the right training and can adapt can often meet job requirements with appropriate support.

The Realities of Disability in the Workplace

Employers often worry about the perceived hassle of hiring someone with a disability. Yet, individuals with disabilities tend to be highly loyal and hardworking. They are often willing to make adjustments to their work to accommodate potential challenges and may even prefer to work from home if possible, reducing time off. Truth is, they rarely take sick days, and their dedication can outshine many others. Moreover, many people with disabilities can perform the same jobs as their able-bodied counterparts, albeit with slightly more time or a less perfect end product.

A Personal Journey

Take my case, for example. I spent a decade building a career as a structural fabricator until a tragic motorcycle accident left me standing. At 26, a part of my life as a normal, working man was shattered. Four years later, I walked, talked, and chalked, eager to return to work. I had references and skills that were extensive and ideally suited for the job I applied for. Yet, every single project I approached, despite my extensive experience and commitment, was denied. Why? Because the insurance companies deemed me a liability, a “disaster waiting to happen” due to my disability.

So, I took matters into my own hands. I bought a second-hand welding set and started my own ground-level fabrication shop. Forty years ago, I started, and last November, I retired accident-free. It wasn't easy, and there were lean years, but I managed to support two marriages, five children, and never accumulated debt. I learned a valuable lesson: you cannot rely on others to recognize your worth; you must prove it yourself.

Conclusion

The real issue in hiring people with disabilities is often not their physical or mental limitations but the lack of understanding and accommodation. Companies need to recognize that with the right measures, individuals with disabilities can bring unique skills and perspectives to the table. Inclusive hiring not only benefits the employee but also the employer and the company culture. If you have real-world, transferable skills, you must demonstrate what you can do before you can even consider working. Everyone has something valuable to offer, and with that in mind, we can create a more inclusive and efficient workforce.