We all know that individuals with disabilities can face a significant struggle when returning to work. They typically cannot simply go out and “get a job” without overcoming a number of hurdles. That's why it's not surprising that the unemployment rate for this group is nearly twice as high as the general worker population (7.3 percent versus 3.4 percent).

Perhaps most challenging is disengaging from government programs like Social Security Disability Insurance (SSDI) – trying to navigate your way back to a job. It can be as complicated as originally applying for the primary benefit. But it's also difficult because people with disabilities are concerned about misconceptions among employers and what it means to hire them.

Research shows the longer that former workers are out of the workforce, the harder it is for them to re-enter if their condition improves. It's crucial that this transition occurs as quickly as possible, and with guidance by those who know the ins and outs of government work incentive programs.

In today's tightening labor market, employers are especially open to providing accommodations to workers who have experienced a severely disabling illness or injury. However, we still have more to do if we want to fully benefit from this assortment of ready workers. This involves more than focusing on diversity; it's essential to ensure that policies and workplaces themselves are welcoming to people of all abilities. Employers have the power to create a path for these individuals who are focused on putting their lives and careers back on track.

Honestly, it's in employers' best interests to do so. The research doesn't lie — studies show that people with disabilities help businesses increase profits and improve company image. They are reliable and punctual. If and when they are able to return to the workforce, employees with disabilities have higher retention rates than the average, which is a cost savings for businesses thanks to reduced turnover.

Employers who include people of all backgrounds and abilities within their workforces are more competitive and innovative, which can lead to increased customer satisfaction and a more diverse customer base. Since people with disabilities comprise the largest minority in the country, it would behoove employers to consider the buying power of this group and their families. Not to mention the fact that returning to work can improve individuals' quality of life, self-esteem, and sense of community.

One of the most common misconceptions keeping this from becoming a reality is the belief that people with disabilities don't want to —or never — return to work.

While many disability beneficiaries are permanently out of the workforce, there are hundreds of thousands who have the desire and capacity to return to work. In fact, numerous sources estimate that between 5 percent and 18 percent of SSDI recipients might be able to hold a job again someday. We know the desire to work again is high: 52 percent of Allsup disability applicants say they would like to try if their condition improves. Millions of Americans with serious health conditions like diabetes, spinal injuries, chronic fatigue syndrome and fibromyalgia, require a simple (often low cost) accommodation to help them perform at the highest levels of quality work production.

In addition, the Washington Post reported that for many people with disabilities, the desire to work and support themselves and their families will never cease. For those supporting themselves through SSDI benefits, it's no way to get rich – or to even live that comfortably. Often, they are at risk for poverty. The average monthly benefit is less than $1,200, which is less than full-time minimum wage.

The problems are twofold. First, the road to obtaining disability benefits, even as a short-term safety net, requires an unusual level of persistence and energy to overcome a range of program barriers.

Second, most beneficiaries, once successful, are not aware that there are work incentives that can help them get back to work. Very few potential employers are aware of these incentives either.

Fortunately, there is a path available and resources to help make this transition happen. The Ticket to Work (TTW) program is a benefit for the 8.6 million SSDI beneficiaries across the U.S. It's administered by the Social Security Administration and hundreds of agency-approved Employment Networks (EN). ENs work directly with beneficiaries, educating them about TTW, creating an Individual Work Plan, assisting them in locating jobs and with getting back to work. The program offers a trial work period, protects existing disability and Medicare benefits, freezes medical review requirements, ensures fast reinstatement of benefits if the worker cannot stay at work, and it even takes into account impairment-related work expenses.

We still have a ways to go in reducing the stigma surrounding disabilities in the workplace, not to mention filling jobs with hard-to-find skilled employees. Once employers have armed themselves with the right information, they can lead by example and reach both these goals. Confirming that people with disabilities can be valuable members of the team and perform at the same high levels as anyone else is the first step to tapping into this hidden pool of talent. Only then can we begin to demonstrate to one another and apprehensive job-seekers themselves just how capable and truly valued these individuals are.

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Paula Morgan (info@allsupes.com) is a return to work case manager for Allsup Employment Services, a national Social Security Administration-authorized Employment Network (EN). She works with former workers with disabilities to navigate the SSA's Ticket to Work program and return to work, while ensuring the protection of their benefits.

Instant Insights /

A hidden talent pool: Employees with disabilities

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