In the United Kingdom, the employment rate for people with some form of disability (who make up 20% of the working-age population) is just 53%, far less than the 81% rate for people without disabilities.
to analyze surveillance data, because they’re unusually good at spotting anomalies that others miss.
Examples abound of companies around the globe seeking out people with disabilities for specific tasks. In Spain, for instance, the design studio La Casa de Carlota puts people with intellectual disabilities, such as Down syndrome, and with autism on all its project teams because, as its creative director says, “these guys create details that are completely authentic and original.
Our case studies also suggest that colleagues of people with disabilities don’t learn just to be more accepting of one another’s limitations. Seeing coworkers with disabilities succeed can inspire other employees and make them realize that they, too, can elevate their performance.
To further explore how people with disabilities help firms strengthen their appeal, we set up a series of experiments, enlisting 200 individuals as participants. Half of them were asked to consider purchasing a customized mug online from a company that had received high ratings from its customers. The other half were asked the same thing but were also told that the company employed many people with disabilities. We then analyzed people’s willingness to pay for the mug.
These findings, however, do present some challenges for companies. If people value how something is produced and by whom, it implies that the company needs to show and communicate to customers about whom it employs. With a coffee chain, that’s easy because the servers can be directly observed by customers. But with, for example, a factory, it will require a lot more thought.
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