by Cormac Spencer, Consultant and Director with Link Personnel Services
“Disabled”, “differently abled”, “people with disabilities” (PWDs), I’m not at all clear which is the best term to use to describe a large part of our population. I would argue that differently abled recognises that “differently abled” people aren’t lacking, but simply have different circumstances (not positive, not negative). What is clear is that the skills many of the over 600,000 differently abled people in Ireland have are not being utilised to the benefit of our economy and country and that should change.
A recent US survey, carried out by the University of New Hampshire for the Kessler Foundation cited transportation, lack of training and employers pre conceptions about an inability to perform as problems facing people with disabilities.
Events like the Special Olympics have confronted some of these preconceptions. Watch someone run 100 metres in 10.62 seconds and tell me they can’t perform! Those games have shown that differently abled people don’t need a lot of hand holding to succeed.
In the same way as the Special Olympics changed perceptions of differently abled people as athletes, we need a change in the perception of this group as employees. I’m not saying that all of the 600,000 people mentioned above are discriminated against individually, but it is true, as the Kessler Foundation discovered, that employers can be somewhat reluctant to hire differently abled people for many reasons – it may simply be something they aren’t used to, or they may feel they are unable to facilitate someone who is differently abled without incurring additional costs.
Some schemes do exist to support the employment of differently abled people. Employers can avail of the Workplace Equipment Adaptation Grant (WEAG) which offers up to €6350 to adapt a workplace, and disability awareness training grants among others while candidates can take advantage of job coaching, personal readers (for the visually impaired) and sign language interpreters (for the hearing impaired). However, one glaring problem is that these supports are often completely unknown by employers and candidates alike.
By making a clear commitment to easing the process of hiring differently abled people, and educating employers and candidates alike in relation to the supports available the government can aid in altering preconceived notions. All differently abled people need to perform is a little support as is the case with all new employees. Employers should be clear that the support won’t cost them.
Recently the government announced it was devising a new employment strategy for people with disabilities. It admits that current supports are not adequate and that more should be done to encourage higher workforce participation. One government source was quoted as saying “This is an issue of justice not charity”. It’s hard to argue with that and whats more it’s an issue of making sure the best people are working for our country no matter what their circumstances.
Any barriers to the employment of differently abled people, either structural or perceived are costing our economy. Differently abled jobseekers should be supported, as should employers. It’s senseless not to utilise all the talent available to us, for the betterment of our economy and our country.
