Many companies may not understand disabilities and fear hiring someone that has one. The hiring managers may falsely assume the individual may become a burden or expense to the company. They may also feel they couldn't keep up with their job requirements. In most cases, this is completely wrong and a stereotype that needs to be eliminated. In fact, hiring someone with a disability has many benefits. The company will be viewed as more accessible and relevant. Individuals with disabilities is the highest minority group, therefore more people can relate and feel understood when they see the company is accepting and understanding of disability. There are also tax incentives for companies that hire individuals with disabilities. Therefore, a company should not worry about the need to provide possible accommodations for their employee. There have also been studies that individuals with a disability are often loyal to an employer and will stay working for the company longer. DuPont did a study to show that those with a disability did not use any more sick days than those without. Did you know that one in five individuals are classified as having a disability? This is the largest minority group. The Labor Department is requiring that all federal contracts have a workforce that includes at least 7% of the population classified as having a disability. Considering 20% of Americans have a disability, 7% is a very modest goal to set. This brings about a new division of the controversial subject of affirmative action. Nobody wants to see someone get hired that is not qualified but is just meeting a quota. And that is not the intentions of this ruling. Instead, it is trying to open doors and spread a message to eliminate the stereotypes that often prevent companies from hiring someone with a disability. They are not making the 7% a "quota" - rather a guideline. They want to see proof that the companies are making an effort to recruit this population and not deter them.
