Increase employee retention.
Replacing employees is expensive not only in tangible costs (e.g., advertising, screening, interviewing, training) but also in organizational knowledge that is lost. Employers have found their employees with disabilities to be a loyal workforce, reducing turnover. Federal agencies can leverage this to their advantage when recruiting and hiring talent.
- The Society for Human Resource Management’s (SHRM) June 2006 Workplace Forecast Survey (PDF) and Organizational Development Special Expertise Panel findings indicate that keeping key talent is one of greatest concerns among employers.
- The results of EARN’s focus group (MS Word) with senior executives and human resources professionals demonstrate that one of the greatest challenges employers have is with “retention and turnover”.
- Human resource experts (Griffeth and Hom, 2001) estimate the cost of a single turnover ranges from 93-200% of the employee’s annual salary.
- The findings of a longitudinal study of 8,500 applicants and recipients of vocational rehabilitation (VR) services, show that people with disabilities who have achieved competitive employment through existing business and VR partnerships have a nearly 85 percent job-retention rate after one year (2003). These findings concur with those of companies such as DuPont and Sears who have measured retention rates of their employees.
- As reported by ASAE & The Center for Association Leadership, in an article in Fortune magazine, Pizza Hut stated that their turnover rate for people in their Jobs Plus™ Program was 20% compared to a 150% turnover rate among non-disabled employees for their for people with mental disabilities. Fortune also reported that after Carolina Fine Snacks in Greensboro, NC started hiring people with disabilities, employee turnover dropped from 80% every six months to less than 5%; productivity rose from 70% to 95%; absenteeism dropped from 20% to less than 5%; and tardiness dropped from 30% of staff to zero. Click here for the full article.
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