As October marks National Disability Employment Awareness Month (NDEAM), it is a vital time for multifamily owners, operators, and property management teams to reflect on how inclusivity plays a pivotal role in their workforce and broader operational strategy. While many may be familiar with the Americans with Disabilities Act (ADA) and the necessity for some apartments to be ADA compliant, true inclusivity in multifamily housing extends far beyond mere compliance with laws. It's about creating opportunities, fostering inclusion, and embracing the strengths of individuals with disabilities.
This article will explore the origins and significance of NDEAM, why it is crucial for the multifamily industry, and how property management companies can strategically benefit from employing individuals with disabilities. We'll also examine the need for creating a psychologically safe work environment, enhancing recruitment and onboarding processes, and implementing small yet impactful changes to build a more inclusive workplace.
What is National Disability Employment Awareness Month?
National Disability Employment Awareness Month (NDEAM) is a time set aside to celebrate the contributions of workers with disabilities and raise awareness about the importance of inclusive employment policies and practices. Established by Congress in 1945, NDEAM was initially observed as “National Employ the Physically Handicapped Week.” In 1962, the word “physically” was removed to include individuals with all types of disabilities, and in 1988, the observance expanded to an entire month.
The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) spearheads NDEAM, with the goal of encouraging employers to recognize the value of a diverse workforce that includes the talents of people with disabilities. The 2024 theme, “Advancing Access and Equity in the Workplace,” reminds employers that disability inclusion is integral to fostering a productive and innovative workforce.
The Importance of NDEAM for Multifamily Owners and Operators
For multifamily housing owners and operators, NDEAM serves as a reminder that inclusivity is not just about adhering to legal requirements. It is an opportunity to reflect on and reassess how their operations accommodate both residents and employees with disabilities. The multifamily industry is in a unique position to champion inclusivity—not only by providing accessible housing but also by fostering a workplace where people with disabilities can thrive.
According to the Centers for Disease Control and Prevention (CDC), 1 in 4 U.S. adults, or about 61 million people, live with a disability. Despite this, many individuals with disabilities remain underrepresented in the workforce, particularly in industries like property management. Embracing NDEAM gives multifamily companies a chance to reverse this trend and recognize the valuable contributions that disabled individuals can make to their organizations.
Why a Disabled Workforce is an Asset, Not a Liability
The common misconception that hiring individuals with disabilities leads to increased costs and liabilities is outdated and inaccurate. Research consistently shows that workers with disabilities contribute significantly to organizations and often outperform their non-disabled counterparts in several areas, including job retention, attendance, and commitment.
Higher Retention Rates:
A study by DePaul University found that employees with disabilities have higher retention rates, which translates to lower turnover and recruitment costs for companies. In an industry like multifamily, where maintaining institutional knowledge is critical, these longer tenures can save both time and money.
Lower Absenteeism:
The same study revealed that employees with disabilities also take fewer sick days, resulting in greater productivity. In an industry reliant on day-to-day operations and service, having reliable employees can directly impact bottom-line performance.
Diverse Perspectives and Problem-Solving:
A report by Accenture shows that companies that embrace best practices for hiring and supporting individuals with disabilities achieve 28% higher revenue, 30% greater economic profit margins, and double the net income of peers. Disabled workers bring unique perspectives that lead to creative problem-solving—an invaluable asset in any industry but especially in multifamily, where customer service and innovation are key to success.
Stats to Help Bolster Why an Inclusive Workforce Contributes to an Organization's Success
Here are some key statistics related to the employment of individuals with disabilities, which demonstrate their value and contributions in the workforce:
Employment Rates and Participation
Disability Employment Gap: According to the U.S. Bureau of Labor Statistics (BLS), in 2023, only 21.3% of working-age people with disabilities were employed, compared to 65.4% of those without disabilities. This significant gap points to the untapped potential of this workforce.
Higher Unemployment Rates: The unemployment rate for people with disabilities was 7.6% in 2022, almost double that of those without disabilities, which stood at 3.5%.
Financial and Organizational Performance
Higher Revenue and Profit Margins: A 2018 report by Accenture found that companies that prioritize the inclusion of people with disabilities had 28% higher revenue, 30% higher profit margins, and twice the net income compared to industry peers who didn’t focus on disability employment. This shows that inclusive practices lead to better financial outcomes.
Increased Innovation: Organizations with inclusive hiring practices are 72% more likely to capture new market opportunities and 29% more likely to see an increase in innovation.
Job Performance and Retention
Employee Retention: A DePaul University study showed that employees with disabilities have higher retention rates than their non-disabled counterparts, reducing turnover and recruitment costs. For industries like multifamily, this can translate into savings related to recruitment and training.
Lower Absenteeism: Employees with disabilities take fewer days off. A study by the Job Accommodation Network (JAN) reported that 91% of employers who provided accommodations to workers with disabilities saw retention improvements, and those employees often had better attendance records.
Cost of Accommodations
Minimal Costs for Workplace Accommodations: According to the Job Accommodation Network (JAN), 56% of workplace accommodations cost nothing, and of those that do incur a cost, the average is only $500. This is a small price to pay for the potential benefits in productivity, employee engagement, and customer service.
ROI of Accommodations: JAN’s report also found that 74% of employers reported that accommodations resulted in retaining a qualified employee, and 59% reported that it led to increased productivity.
Workforce Engagement and Commitment
Higher Job Satisfaction: Studies show that people with disabilities tend to have higher workplace loyalty and are highly engaged. The Kessler Foundation’s National Employment and Disability Survey reported that 87% of employees with disabilities rated job satisfaction highly.
Diversity’s Impact on Team Productivity: Research from Forbes Insights highlighted that teams with diverse employees, including those with disabilities, are 35% more productive and are 20% more likely to perform well in fast-paced environments.
These statistics highlight the benefits of a disabled workforce in terms of performance, retention, cost efficiency, and overall impact on an organization's success. Embracing disability inclusion can drive innovation and provide significant financial and operational advantages.
Beyond ADA Compliance: Creating a Truly Inclusive Workplace
When multifamily owners and operators think about inclusivity for people with disabilities, their first thought is often compliance with the ADA, ensuring that buildings have accessible entryways, elevators, and a certain percentage of ADA-compliant units. However, true inclusion goes far beyond physical accommodations. Multifamily companies need to take a holistic approach that integrates inclusivity into every aspect of the business, from recruitment and hiring to daily operations and employee engagement.
1. Expanding Recruitment Efforts
While website accessibility and legal compliance with hiring practices are essential, recruiting individuals with disabilities requires a strategic shift. HR professionals need to ensure that job postings are accessible and inclusive. Companies should partner with organizations that support employment for individuals with disabilities, such as Vocational Rehabilitation Services and nonprofits that focus on disability employment. A 2019 report by the National Organization on Disability (NOD) revealed that 90% of companies say they prioritize diversity, yet only 4% specifically focus on disability.
By incorporating inclusive language in job descriptions and proactively seeking diverse candidates, multifamily companies can tap into a broader talent pool. Additionally, including an open invitation in the application process for candidates to request accommodations can help reduce anxiety for disabled individuals who may hesitate to apply.
2. Enhancing the Onboarding Process
Once employees with disabilities are hired, companies need to ensure that the onboarding process is accessible and accommodating. This includes making training materials available in multiple formats (e.g., braille, large print, video with captions) and offering assistive technologies. Training managers and team leaders on how to support employees with disabilities in a respectful and empowering manner is equally important.
Multifamily operators should also recognize that not all disabilities are visible. Creating an environment where new hires feel comfortable discussing their needs and requesting accommodations is critical. Implementing a "buddy system" or assigning a mentor during onboarding can help new employees feel supported and integrated into the team.
3. Creating a Psychologically Safe Environment
Psychological safety is as important as physical safety when it comes to inclusivity. Employees with disabilities must feel comfortable requesting accommodations without fear of stigma or retaliation. Property management teams should promote an open culture where all employees, regardless of ability, feel supported and valued. This requires training for leadership and team members on how to handle accommodation requests sensitively and discreetly.
The Job Accommodation Network (JAN) reports that 56% of workplace accommodations for employees with disabilities cost nothing at all, and those that do cost, typically amount to only $500 or less. Considering the high returns on employee satisfaction and productivity, investing in accommodations is not just an ethical responsibility but a smart business decision.
Case Studies in Hiring
Here are several notable case studies that showcase how organizations have benefited from employing individuals with disabilities, demonstrating how inclusive hiring can positively impact performance, innovation, and culture. These case studies highlight the tangible business benefits companies have experienced by embracing disability employment and fostering inclusive workplaces.
For multifamily property management companies, these examples can serve as inspiration for developing their own inclusive hiring and operational strategies, leading to better workforce retention, improved innovation, and more engaged teams:
1. Walgreens
Walgreens has been a leader in employing individuals with disabilities through its distribution centers. In its Anderson, South Carolina distribution center, 40% of employees have a disability.
Results:
The initiative led to a 20% increase in productivity compared to other distribution centers.
Turnover was half the industry average in this location.
There was no added cost for accommodating employees with disabilities, as the company integrated universal design into its operational processes.
Key Takeaway: By making inclusivity part of its core operational model, Walgreens not only improved productivity but also reduced turnover and recruitment costs, showing that employing disabled workers is a sound business strategy.
2. Microsoft
Microsoft is known for its Autism Hiring Program, which was designed to recruit individuals on the autism spectrum for roles in technology and engineering. Traditional hiring processes can often be barriers for neurodivergent individuals, so Microsoft redefined its process to better evaluate the talents of those with autism.
Results:
The program has resulted in hiring numerous autistic employees for critical roles, improving problem-solving and out-of-the-box thinking.
These employees often bring unique insights that have directly contributed to Microsoft's technological innovations, particularly in software development and coding.
Low turnover rates among these employees, indicating long-term retention.
Key Takeaway: Microsoft’s success with neurodiverse hiring demonstrates how adjusting recruitment strategies to accommodate different cognitive abilities can result in greater innovation and loyalty.
3. SAP’s Autism at Work Program
SAP, a global leader in enterprise software, launched its Autism at Work program in 2013. The program aims to hire individuals on the autism spectrum, especially for roles that involve pattern recognition, attention to detail, and data processing—skills that some autistic individuals excel at.
Results:
SAP hired over 175 people on the autism spectrum across multiple countries. These employees have brought specialized skills that enhanced performance in areas like software testing and data analysis.
Employees hired through the program are retained longer, and their problem-solving skills are often seen as a competitive advantage.
The company reported a boost in overall team morale and cohesion as a result of integrating neurodiverse employees into the workplace.
Key Takeaway: SAP has benefited not only from the specialized skills of autistic employees but also from the improved teamwork and culture that the program fosters. The company also noted that the cost of accommodations was minimal compared to the value these employees bring.
4. IBM’s Equal Access and Accessibility Initiatives
IBM has long been a pioneer in workplace accessibility and inclusivity. The company established its Equal Access and Accessibility Center to ensure that both its technology and workplaces are inclusive for employees with disabilities.
Results:
IBM saw a 25% increase in productivity in teams that included employees with disabilities due to improved collaboration and problem-solving.
Over the past 20 years, IBM’s workforce inclusivity has led to significant innovations, particularly in their accessibility software that benefits both disabled employees and clients.
The company also notes that having a diverse, inclusive workforce helps them better serve clients by providing more comprehensive solutions.
Key Takeaway: IBM’s focus on accessibility as a company-wide initiative not only benefits employees with disabilities but also enhances the company's ability to innovate in the tech space.
5. Lowe’s Disability Hiring Program
Lowe’s is another example of a company leveraging the talents of individuals with disabilities. Through its disability hiring program, the company partnered with disability-focused non-profits to recruit and retain workers in various roles, particularly in its distribution centers.
Results:
Distribution centers with employees with disabilities were shown to have better safety records and higher productivity than centers without such employees.
Lowe’s saw 40% lower absenteeism and better engagement in these distribution centers.
Retention rates among workers with disabilities were significantly higher than for the general workforce.
Key Takeaway: By partnering with specialized organizations and proactively seeking to employ individuals with disabilities, Lowe’s was able to improve operational efficiency and employee satisfaction.
Recommendations for Multifamily Owners, Operators, and HR Professionals
So, how can multifamily companies begin to implement more inclusive practices during NDEAM and beyond? Below are practical steps that can help foster a more inclusive and diverse workforce:
Audit Your Employment Policies
Review your current recruiting, hiring, and onboarding processes to ensure they are inclusive. Make sure job descriptions, applications, and interviews are accessible and that there are clear, open channels for candidates to request accommodations.
Educate Your Team
Implement training programs that educate employees on disability awareness and how to foster an inclusive workplace. Consider working with organizations that specialize in diversity and inclusion training to help build this understanding within your teams.
Partner with Disability Employment Networks
Collaborate with organizations that specialize in employment for individuals with disabilities. This will help you reach a broader audience and find candidates whose skills match your needs.
Leverage Assistive Technologies
Ensure that your website, employee portals, and training materials are accessible to people with disabilities. Implement assistive technologies like screen readers or voice-to-text software that can help employees perform their jobs effectively.
Foster a Culture of Inclusivity
Promote an inclusive workplace culture where employees with disabilities are encouraged to share their unique perspectives and feel comfortable requesting accommodations. This will not only attract top talent but also create a more engaged and productive workforce.
Celebrate NDEAM
Use National Disability Employment Awareness Month as an opportunity to showcase your commitment to inclusion. Host events, panel discussions, or workshops to raise awareness and encourage dialogue around disability employment in your organization.
The Path Forward: Leveraging the Strengths of All Employees
In the multifamily industry, the success of an organization depends on its ability to serve a diverse population of residents. The workforce that supports these operations should be just as diverse. National Disability Employment Awareness Month is an important reminder that people with disabilities are not liabilities but valuable assets to any organization. By creating an inclusive environment, multifamily companies can not only meet their legal obligations but also tap into the rich talents of disabled individuals, leading to better service, increased innovation, and stronger financial performance.
It’s time to move beyond compliance and take intentional steps toward building a more inclusive and equitable workforce—one where people of all abilities can contribute, thrive, and succeed. In doing so, multifamily owners and operators can lead the way in transforming the industry and showing that inclusivity is good for business and essential for a thriving workplace.
In conclusion, embracing the talents of individuals with disabilities is not only the right thing to do but a strategic advantage that multifamily companies should leverage to ensure their long-term success.
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