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The economic argument for hiring people with disabilities

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  • Thomas Aichner

    (John Cabot University)

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.

Suggested Citation

  • Thomas Aichner, 2021. "The economic argument for hiring people with disabilities," Palgrave Communications, Palgrave Macmillan, vol. 8(1), pages 1-4, December.
  • Handle: RePEc:pal:palcom:v:8:y:2021:i:1:d:10.1057_s41599-021-00707-y
    DOI: 10.1057/s41599-021-00707-y
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    References listed on IDEAS

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    1. Mason Ameri & Lisa Schur & Meera Adya & F. Scott Bentley & Patrick McKay & Douglas Kruse, 2018. "The Disability Employment Puzzle: A Field Experiment on Employer Hiring Behavior," ILR Review, Cornell University, ILR School, vol. 71(2), pages 329-364, March.
    2. Yuliya Kuznetsova & João Paulo Cerdeira Bento, 2018. "Workplace Adaptations Promoting the Inclusion of Persons with Disabilities in Mainstream Employment: A Case-Study on Employers’ Responses in Norway," Social Inclusion, Cogitatio Press, vol. 6(2), pages 34-45.
    3. Matthew C. Saleh & Susanne M. Bruyère, 2018. "Leveraging Employer Practices in Global Regulatory Frameworks to Improve Employment Outcomes for People with Disabilities," Social Inclusion, Cogitatio Press, vol. 6(1), pages 18-28.
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    Cited by:

    1. Alaa Adnan Awad & Mohammad Abuhashesh & Mohammad Al-Khasawneh & Ra’ed Masa’deh, 2023. "The Impact of Hiring People with a Disability on Customers’ Perspectives: The Moderating Effect of Disability Type," Sustainability, MDPI, vol. 15(6), pages 1-20, March.
    2. Singh Amrik, 2024. "Employment of Specially-Abled People in the Hotel Industry—An Indian perspective," European Journal of Tourism, Hospitality and Recreation, Sciendo, vol. 14(1), pages 1-19.
    3. Saleh Md. Arman & Cecilia Mark-Herbert, 2021. "Re-Commerce to Ensure Circular Economy from Consumer Perspective," Sustainability, MDPI, vol. 13(18), pages 1-18, September.
    4. Babucea Ana-Gabriela, 2023. "Digital Labor Market – Digital Skills And Assistive Technology Required For People With Disabilities Accessibility," Annals - Economy Series, Constantin Brancusi University, Faculty of Economics, vol. 6, pages 61-70, December.

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