Individuals with disabilities represent a larger segment of the U.S. population than any other racial, cultural, or ethnic group. These workers make up an untapped labor source, and their numbers are probably going to grow as the world’s population gets older and more people acquire disabilities.

The overall unemployment rate today is at or below 5% with thirty-eight percent of employers reporting that they have positions for which they can’t find qualified candidates. Yet, the unemployment rate for college graduates with disabilities is 40%.

Why do people shy away from hiring the disabled? Hiring managers who are unaccustomed to interacting with the disabled might avoid hiring these individuals to save themselves from any embarrassment or awkward moments. Others may think that a disability means a lack of ability, or that accommodations will be difficult or expensive.

There are also other misconceptions about disabled workers. Studies have shown that the average cost of accommodating a disabled worker is less than $500, and many accommodations are free. Seeing the applicant’s potential beyond the disability is critical.

It is important to have an accurate job description before beginning the recruiting process to make recruiting and hiring a disabled individual possible. Business owners and managers should also:

• Increase their understanding of the needs of people with disabilities and determine accurately what types of limitations would affect an individual’s ability to excel at their workplace.
• Increase their understanding about disabilities and the types of assistive technologies that are now available.
• Develop an understanding of accommodations that can be made for individuals with disabilities.
• Create a clear corporate policy that addresses workers with disabilities.
• Develop and implement necessary training programs for their staff to increase disability awareness or address specific subjects like system requirements for various assistive technologies.