The Evolving Workplace: Embracing Untapped Talent Pools

The workplace is evolving at a rapid pace thanks to advances in technology, shifting generational expectations, and major events like the COVID-19 pandemic. Guillermo Corea, managing director of SHRM Labs, said organizations must tap into underutilized talent pools to adapt. In this episode, Corea spoke with Sarah Bernard, co-founder and chief operating officer of workplace inclusion platform Inclusively, to spotlight the value of accommodating workers with disabilities.

Comprehensive Overview: Workplace Dynamics Shifting Post-Pandemic

The pandemic profoundly impacted the talent landscape. 

“U.S. businesses were experiencing one of the tightest talent markets in history, with many organizations struggling to find and retain the employees they needed to succeed,” Corea said. 

Though COVID-19 restrictions have eased, he noted that organizations still face “a mismatch between the talent they need in a new economy and what they’re finding in the marketplace.”

Now, the challenge is how to tap into overlooked demographics such as workers with disabilities, which involves dismantling misconceptions around accommodations. 

The Benefits of Embracing Untapped Talent

Research has shown that most disability accommodations are low cost or no cost. 

Corea said, “The vast majority of accommodations cost nothing and only require a bit of flexibility or creativity.” 

In fact, nearly half of the employers participating in a survey who provided cost information reported that the accommodations they provided cost absolutely nothing to implement. Moreover, workers with disabilities offer immense value. Bernard explained that disabled workers expand an organization’s cognitive diversity, which fuels innovation.

There are financial benefits, too. A recent study found that companies actively employing workers with disabilities achieved 28% higher revenue and double the net income over 4 years. Additionally, a McKinsey & Company study found that diverse companies financially outperformed their less-diverse competitors by 27%. Accommodating disabled workers expands your talent pool in a competitive market.

Best Practices for Disability Inclusion

The accommodations landscape is evolving thanks to remote work and flexible scheduling. Bernard noted that mental health support and ergonomic equipment are two types of accommodations that are increasingly being sought out. She advised transitioning from a reactive compliance model to one that proactively engages employees. 

Many disabled workers “don’t disclose because the accommodations team is mostly seen as this very reactive compliance function,” Bernard said.

HR leaders should focus on inclusion, transparency, and meeting individual needs. Simple, no-cost accommodations such as flexible work options, additional breaks, or adjusted deadlines often suffice. “Typically, it’s accommodations that don’t cost anything: remote work or flexible schedules, extra time to complete tasks, periodic rest breaks,” Bernard said.

Best practices for disability inclusion start from the top. HR managers and executives should understand the legal requirements, but more importantly, they should have an inclusive mindset focused on meeting people’s disability-related needs. Policies, procedures, and budgets should reflect this priority through:

• Offering accommodations proactively without employees needing to disclose their condition or formally request them. This prevents employees from fearing negative consequences. 
• Training hiring managers and interviewers to not ask invasive questions about conditions, focusing discussions on applicants’ qualifications and ability to do the job with or without reasonable accommodations.
• Having streamlined, confidential processes for requesting accommodations without red tape or scrutiny. Approval processes should err on the side of granting requests whenever possible to foster trust.

Inclusive communications also play a key role. Company messaging around inclusion and diversity should specifically mention disability, especially in external recruitment campaigns targeting overlooked talent pools. Leaders should highlight successful professionals with disabilities at all levels of the organization (while still complying with privacy laws). Internally, inclusion training should educate staff on respectful disability-related language and etiquette. Together, these steps allow organizations to tap into fresh perspectives and overlooked talent to drive innovation. The benefits outweigh the costs—in money, reputation, and future competitiveness.

The Outlook: Meeting Rising Expectations

Generational shifts are also impacting accommodation demands. 

“Millennials and Gen Z, these two generations, they’ve been accommodated throughout their school-age years, and they’re demanding the same as they’re entering the workplace,” Bernard said. Failure to meet these expectations harms retention, with Bernard noting that “50% of people are leaving their jobs because their needs aren’t being met.”

Organizations must get ahead of these trends through transparency, education, and technology investments. Tools such as Inclusively’s disability inclusion platform allow enterprises to “address the ever-evolving employee demands in a really scalable way,” Bernard said. Taking a proactive stance ensures organizations can attract and retain top talent from previously overlooked demographics.

Concluding Thoughts

The talent landscape is shifting quickly, and overlooking disabled workers negatively impacts diversity, innovation, and financial outcomes. However, through small accommodations and inclusion initiatives, enterprises can tap into this valuable talent pool. With unemployment for people with disabilities at 7.2% in 2023, nearly double the rate for nondisabled people, there is immense potential. 

 “The cost of providing accommodations to disabled workers is one of the biggest misconceptions,” Bernard said, and technology now exists to meet rising expectations and fuel sustainable success. 

Moreover, over 80% of Generation Z job seekers prioritize an employer’s inclusion and diversity commitments. Failing to accommodate workers with disabilities risks alienating young talent.

FAQs

What are untapped talent pools?

Untapped talent pools refer to overlooked or underutilized groups of potential talent, such as people with disabilities, veterans, people with criminal histories, and older adults. Organizations that embrace these demographics can greatly expand their talent pipeline.

Why are accommodations important in the workplace?

Accommodations allow employees with disabilities to perform at their highest level. Simple accommodations remove barriers, fostering an inclusive environment where unique perspectives drive innovation.

How much do accommodations typically cost?

Despite common misconceptions, most accommodations incur only a one-time expense of less than $500. Many even cost nothing. Accommodations unlock significant untapped potential.

What are some common accommodation requests?

Remote work, flexible scheduling, mental health support, ergonomic equipment, and screen-reading software are some frequent accommodation requests. Meeting these needs is key for retention.

How can organizations effectively implement accommodations?

Organizations must move from reactive compliance to proactive inclusion, leveraging tools such as Inclusively to understand needs, track accommodations, and build transparency through anonymity. Education and communication are critical for scalable frameworks.

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This article was written based on Episode 23 of the WorkplaceTech Spotlight. Thank you to Sarah Bernard, co-founder and chief operating officer of Inclusively, for contributing to the conversation.