"Disabled employee?"
4 Most Common Objections We Hear, 4 Answers
It is quite normal to have question marks about disability employment. Most of these question marks and conscious/unconscious prejudices unfortunately arise because we encounter them rarely. The data below clearly reveals the answers to these questions.
Their performance will be low!
The data says the exact opposite.
Individuals with disabilities placed in the right positions work with high loyalty and motivation. 78% of the candidates hired through ES Kariyer continues to work at the same company — this rate is well above the industry average.
Accenture, 2023: Companies that stand out in employing individuals with disabilities achieved 25% higher productivity, 1.6 times more revenue, and 2.6 times more net income compared to their competitors. (The Disability Inclusion Imperative, analysis of 346 companies)
Their absenteeism will be high!
On the contrary, their commitment to work is higher.
Disabled individuals who go through a long and challenging job search process value the job they find much more. 48% of ES Kariyer candidates have at least an associate degree — a conscious, qualified, and determined profile.
Walgreens, Carlos Cubia (Chief Diversity Officer): "It started as a social responsibility, it turned into a high productivity initiative. They stay longer, they do not skip work, and the retention rate is higher compared to non-disabled employees. This has positively impacted the bottom line in many ways."
We will struggle psychologically.
Difficulty comes from the unknown, not from the disability.
ES Kariyer prepares not only the candidate but also the team. We offer awareness support and adaptation coaching for managers. Because most difficulties stem from "not knowing how to behave" — and this is a learnable skill.
Job Accommodation Network (JAN): 59% of employees with disabilities do not require any additional accommodation. When accommodation is needed, the average cost is around a one-time fee of $500 — far below the cost of employee turnover.
Is it even necessary?
Legal obligation, strategic opportunity, and brand value — all three in one.
Every company with 50+ employees is required to meet the 3% quota for employing people with disabilities. Companies that turn this into a strategic advantage instead of just meeting the requirement stand out in both competition and financial performance. Mastercard, JP Morgan, and Amazon have already realized this.
Accenture & Disability:IN, 2023: Leading companies in disability employment achieved a 30% higher profit margin and 28% more revenue. The same study showed that these companies are 4 times more likely to outperform their peers in shareholder returns.