We often hear about and cover the struggles that many job seekers face when they try to land a good job. If you have a disability, the challenge to getting hired or even getting a response to an inquiry, much less a face-to-face interview, is significantly harder. Our correspondent, explores why that’s still happening.
Give us a chance to give present some examples and facts. (Note : we have kept the character identity secret for their privacy) One person has cerebral palsy. He’s been looking for work for over a year. People have hung up the phone. They don’t respond to e-mails. Job hunt may be more challenging than most.
The unemployment rate for those with a disability is more than double the rate for those without. It’s not just a matter of people with disabilities, you know, staying at home and collecting disability income. It’s a matter of people who want to work are not as easily able to find work.
In a survey, research team submitted fake online job applications for accounting positions. One-third said the applicant had a spinal cord injury, another third Asperger’s syndrome. And one-third didn’t mention a disability at all. The results? People with disabilities were 26 percent less likely to get expressions of employer interest. What’s going on, do you suppose? There’s a lot of discomfort with people with disabilities.
We think, apart from that, there’s a lot of uncertainty, expressions are like, oh someone with a spinal cord injury, I’m not sure they’re going to fit in here. The fear of the unknown. How do I know if this person can do the job? How do I know the cost? So, all of these unknowns ultimately compel an employer to express no hiring intent. Even though the Disabilities Act bars such discrimination for firms.
Similarly, with a lady Employers have always underestimated her because of his intellectual disability. At one time, it was the R-word. We got rid of the R-word. It means mentally retarded. So, she was labeled with a mental retardation.
Her I.Q. is mild, so her I.Q. was 70. When you’re labeled with a disability they put a tattoo on your arm, and that stigma stays with you the rest of your life. So, once you’re stigmatized, then?
That’s it. You’re out of the game, no matter how hard you try. Until she too found a niche at Liberty, where disability is a commonplace. Early results show that when they sent applications just for jobs in data entry, and software development…
We found no evidence of discrimination. None, at least not with the preliminary data.And why might that be? We went looking for a case study in the real world.We make a concerted effort now. We’re going to universities speaking to the people responsible for their students with disabilities.
In a pilot program, it’s pushing to hire more people with autism, a group that has had, up until now, an estimated un- and under-employment rate of between 70 and 90 percent. We all bring something to the table that a lot of people cannot. We are very detail-oriented. We analyze things in a very specific way.
Few hires here with autism spectrum disorder.
There are others that are very more detail-oriented than and are much better with numbers. It is.
So, it puts us all at a huge advantage. But, of course, people on the spectrum typically have trouble socializing, communicating, an obvious handicap. Were you nervous about taking the job? Yes, He first thought that he would be communicating with a lot of people at once, which is something that he always get stressed about.
But knowing that he work independently a lot makes he feel a lot better with where he work. When things do get stressful, brings in a job coach to help. The person who got neurodiversity training ahead of time, but he’s also learning on the job. They’re very specific and very clear. As opposed to possibly a neurotypical person that may try to slide in at 9:10, the folks that are on the spectrum will say, hey, I arrived at 9:02 today. Do I need to work until 6:02? And your reaction to that? Don’t worry about the two minutes.
A lot of people on the spectrum tend to be, or at least initially, more rigid in their in some of their thinking. This form of rigidity has a major upside. It also tends to make them want to be more honest, I think. What would be the point of, like, lying about something or being deceptive?
Because you’re more naturally just straightforward? But, look, this isn’t about feel-good inclusivity, so much as boosting the bottom line. hopes to leverage the special abilities he’s seen in his workers with autism.
We have learned from technology companies like SAP, Microsoft, HP, who have hired people with these kind of skills. We think it’s a rich talent pool, and we’re going to expand this now from this exercise in Samagra foundation to three or four other cities in the next year, and scale this up. And that means more job prospects for people on the spectrum.
No matter what kind of functionality a person may be, everyone wants to be treated like a human being, and everybody deserves an opportunity. And, at long last, in certain jobs, they’re getting one. But for those with disabilities who don’t seem to provide a profit advantage, many still seem to be on their own. Employers do not respond. And one more note team reached out to several major groups representing employers, large and small, to hear their take. Some didn’t respond.
Others said that they will start to consider ways of tackling this problem.