We all know the job market is getting more and more competitive here in St. Louis. Securing the trusted and high performing talent has become more challenging. As we observe National Disability Employment Awareness Month, it’s the perfect time to recognize an often overlooked talent pool.
According to the US Department of Labor, the employment-to-population ratio for people with accessibility needs in the entire US is currently about 40%. This shows a significant gap and a major opportunity for employers in St. Louis and nationwide.
Many local organizations are actively promoting inclusive hiring not as charity or compliance, but as a powerful business growth strategy that contributes to financial returns and stronger branding in their region. Even though there are a lot of benefits and local resources available, many St. Louis businesses remain unaware of the true value and better ROI of inclusive hiring, and that is what we’re covering in this article.
Business Case for Inclusive Hiring in St. Louis
The most successful companies globally have already proved their financial benefits of disability inclusion. For St. Louis businesses looking to improve their talent pool and internal capabilities, the data shows clear evidence,
- Higher Revenue and Profit: Research from Accenture shows that leaders in disability inclusion are 1.6 times more likely to have higher revenue, 2.6 times more likely to have higher net income, and 2 times more likely to generate greater economic profit than other companies in their field.
- Increased Productivity: According to Accenture’s research, inclusive companies outperform others in their industry by 25% in productivity, supported by lower turnover, stronger engagement, and the creativity of inclusive teams.
- Superior Retention: Inclusive workplaces inspire greater engagement and loyalty, reducing training and hiring costs. This creates a more competitive and equitable economy that benefits the entire region.
What’s the True Cost of Workplace Inclusion?
Let’s break down what inclusion actually costs and how you can save using it.
What You’ll Actually Spend
The biggest and direct costs are due to training, physical accommodations, and inclusive recruiting tools. But, according to research from SourceAmerica, these investments typically return $2.60 for every $1 spent. Studies by the ROI Institute have shown that some companies tracking their efforts have seen ROIs as high as 163%.
And if you spend time developing new policies, that effort pays off through stronger employee engagement and loyalty.
The Real Expense? Not Being Inclusive
Most businesses miss this – exclusion costs way more than inclusion ever will. When inclusive hiring is not prioritized, you miss out on talented candidates, face lower productivity, risk costly lawsuits, and harm your reputation.
The numbers from a few reports say it all. Some top companies have paid millions in accessibility and discrimination settlements. And what about the employee turnover? That can cost up to two times an employee’s annual salary for each person who walks out the door. Often, that turnover stems from employees not feeling valued or included.
ROI and Tangible Benefits
Companies with inclusive cultures see real results: lower turnover, happier employees, more innovation, and better profit margins. This attracts stronger talent and keeps them around longer. In a competitive market like St. Louis, that’s your edge.
Strategies for Inclusive Hiring in St. Louis
Rethink Your Recruiting
- Start by removing bias before the process. Blinded screening can be used to focus purely on skills and qualifications, not their backgrounds.
- Make it clear in every posting that inclusion matters to your company.
Train Your Team to Spot Bias
- Train your hiring managers and interviewers on unconscious bias so they can catch it before it influences decisions. And backing it with the scoring system will keep the evaluation fair across all candidates.
Support Candidates Throughout
- Show candidates you’re serious about inclusion by offering real support like accommodations without complicating it.
- Maintain clear and frequent communication throughout the process.
Partner Locally
- Partner with organizations like UCP Heartland, and we help you connect with pre-screened, supported candidates and provide ongoing disability employment services.
- Work with vocational schools and advocacy groups to build a steady pipeline of diverse talent.
State and Federal Incentives
Work Opportunity Tax Credit (WOTC)
This federal tax credit rewards you for hiring people with accessibility needs. You can get between $2,400 and $9,600 per eligible hire, based on how many hours they work with you.
The process is straightforward – just submit IRS forms within 28 days of the hire date, and you’ll reduce your federal tax liability.
Disabled Access Credit
Eligible small businesses can receive a federal tax credit of up to $5,000 each year for expenses that make their workplace accessible to people with disabilities. This covers all the accessibility improvements.
Missouri and St. Louis Resources
Businesses like UCP Heartland in Missouri have access to hands-on support through local organizations specializing in career coaching and job development for employees with diverse developmental needs.
Conclusion
St. Louis business leaders who are ready to embrace inclusive hiring in St. Louis go beyond moral, as it directly impacts your business performance. The evidence shows that companies that lead on disability inclusion drive significantly higher revenue, achieve better productivity, and benefit from superior employee retention, all for a minimal investment in accommodations.
So, it’s time to bridge the gap between awareness and action. Stop missing out on this valuable talent pool. Step up with UCP Heartland. With our disability job coaching services in St. Louis and access to our pre-screened, supported talent, your company can immediately begin realizing the undeniable business case for inclusion.
Transform your workforce, secure your competitive edge, and grow with the St. Louis community.