A national British study involving major employers and employees determined two major factors related to the retention of employees with disabilities: organizational values and reasonable adjustments, or accommodations.
The research was conducted by the Business Disability Forum, which includes businesses that employ 20 percent of the United Kingdom workforce. The study involved 352 employees. It follows an earlier employees with disabilities study conducted with 145 businesses.
According to the report, retaining employees with disabilities saves money for businesses, because it’s cheaper to keep them than replace them: “…staff turnover in just 5 sectors cost UK business more than £4 billion each year and the average cost of replacing individual employees is estimated at £30,000. The business case for investing in retention is a compelling one.”
One of the areas needing to be addressed were workplace accommodations. According to the study, employees with disabilities felt their employers knew their legal obligations to provide accommodations, while few employees knew where to get advice about them from within their place of work:
- “Less than 7 in 10 employees with disabilities were ‘very’ or ‘mainly’ confident that their employer has the knowledge to manage legal obligations with respect to adjustments;” and
- “Close to 3 in every 10 employees with disabilities indicated that they were ‘very’ or ‘mainly’ confident about where to source advice about adjustments from within their organization.”
Existing programs could have provided accommodations for employees, but employees didn’t always know about the programs, according to the report. “Far fewer employees than employers report awareness of the Access to Work program which can assist with funding specific adjustments for individuals that would not reasonably be expected for all employers to fund.”
The Access to Work website says that employees can apply for grants to assist with accommodations.
In the U.S., Centers for Independent Living, resource centers for people with any disability, and vocational rehabilitation programs assist with accommodations for people with disabilities:
According to the report, organizational barrier to employee with disability retention involves what they refer to as “line managers” most directly. Line managers need skill and confidence in addressing disability-related needs, and in some cases, employees said that line managers had negative attitudes toward disability.
The report provides suggestions for employers, including:
- giving visibility to disability, such as having employee testimonials on recruitment webpages and staff profiles, and having staff networks for employees with disabilities;
- building the skills and confidence of line managers by providing “centrally stored, up-to-date advice and guidance on all aspects of how disability affects employers on the intranet” and providing support them when hiring new team members with accommodations needs;
- having a “stand-alone disability-related absence policy and clear guidelines for line managers about how disability-related absence is managed;”
- having a workplace adjustment process that involves employees in the accommodations process. Line managers need training and guidance with this, according to the report; and
- “reviewing performance appraisal systems for unconscious biases that limit the progress of employees with disabilities.”
 See: HR REVIEW (Feb 2014)
The report, State of the Nation: Retaining and developing employees with disabilities – Stage 2,