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Cited by 298Disability Education and EmploymentAssistive Technology in Communication and MobilityDisability Rights and Representation

A Systematic Review of the Benefits of Hiring People with Disabilities

Open access
Lindsay, Sally, Cagliostro, Elaine, Albarico, Mikhaela, Mortaji, Neda, Karon, Leora·2018·Journal of Occupational Rehabilitation
DOI 10.1007/s10926-018-9756-z
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Abstract

Purpose We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers' concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Methods Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017. We selected articles for inclusion that were peer-reviewed publications, had a sample involving people with disabilities, conducted an empirical study with at least one outcome focusing on the benefits of hiring people with disabilities, and focused on competitive employment. Two reviewers independently applied the inclusion criteria, extracted the data, and rated the study quality. Results Of the 6176 studies identified in our search, 39 articles met our inclusion criteria. Findings show that benefits of hiring people with disabilities included improvements in profitability (e.g., profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety), inclusive work culture, and ability awareness. Secondary benefits for people with disabilities included improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community. Conclusions There are several benefits to hiring people with disabilities. Further research is needed to explore how benefits may vary by type of disability, industry, and job type.

Integrity signals

Registry

Crossref · 10.1007/s10926-018-9756-z

Cites

80 of 80 references verified0 citation errors · 0 not checkable

Statistics

Nothing to recompute.

Claims the paper makes

24 of 226 cited sources checked · 6 supported · 0 flagged · accuracy not yet measured

  • Findingcitation

    Employees with disabilities took 73% less time off work than other employees.

    “Further, employees with disabilities took 73% less time off work than other employees [58].”
    Quote in the paperNot a substantial claim1 of 1 sources checked
    • cites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. source

      The Results section discusses productivity and workplace relationships, but does not report time off work. Searches for “73% less time off work” and for absenteeism or leave found no comparison between employees with and without disabilities. (LLM, conf=0.75)

      Experimental — accuracy not yet measured
  • Findingcitation

    Eleven reviewed studies found that people with disabilities were reliable and/or punctual employees.

    “Eleven studies found that people with disabilities were reliable and/or punctual employees [5, 46-48, 52, 56-61].”
    Quote in the paperSubstantial claim2 of 10 sources checked
    • cites [5] Hernandez B, McDonald K, Divilbiss M, Horin E, Velcoff J, Donoso O. Reflections from employers on the disabled workforce: focus groups with healthcare, hospitality and retail administrators. Empl Responsib Rights J. 2008;20(3):157–164. source
    • cites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source
    • cites [47] Grant RM. The resource-based theory of competitive advantage: implications for strategy formulation. Calif Manag Rev. 1991;33(3):114–135. source
    • cites [48] Chi CG-Q, Qu H. Integrating persons with disabilities into the work force. Int J Hosp Tour Adm. 2003;4(4):59–83. source
    • cites [52] Cimera RE, Burgess S. Do adults with autism benefit monetarily from working in their communities? J Vocat Rehabil. 2011;34(3):173–180. source
    • cites [56] Zivolich S, Shueman SA, Weiner JS. An exploratory cost-benefit analysis of natural support strategies in the employment of people with severe disabilities. J Vocat Rehabil. 1997;8(3):211–221. source

      Not checked in the free run.

    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
    • cites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. source

      The Results report that staff with disabilities did their jobs correctly and that their inclusion did not adversely affect production. That offers some support for describing them as reliable workers, but this paper is a study of one footwear company, not a review of eleven studies, and the cited passages do not assess punctuality. (LLM, conf=0.78)

      Experimental — accuracy not yet measured
    • cites [59] Hindle K, Gibson B, David A. Optimising employee ability in small firms: employing people with a disability. Small Enterp Res. 2010;17(2):207–212. source
    • cites [60] Graffam J, Smith K, Shinkfield A, Polzin U. Employer benefits and costs of employing a person with a disability. J Vocat Rehabil. 2002;17(4):251–263. source
  • Findingcitation

    Six reviewed studies reported that people with disabilities are loyal employees.

    “Six studies reported that people with disabilities are loyal employees [18,46,56,57,61,63]”
    Quote in the paperSubstantial claim1 of 6 sources checked
    • cites [18] Buciuniene I, Bleijenbergh I, Kazlauskaite R. Integrating people with disability into the workforce: the case of a retail chain. Equal Divers Incl Int J. 2010; 29(5):534–538. source
    • cites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source

      The Introduction describes employees with ASD as potentially trustworthy and reliable, and the Discussion reports their work ethic and performance. Neither passage says they are loyal employees; the Discussion’s reference to job retention concerns inclusive workplaces, not employee loyalty. Searches for loyalty and employee retention found no passage reporting the attributed finding. (LLM, conf=0.73)

      Experimental — accuracy not yet measured
    • cites [56] Zivolich S, Shueman SA, Weiner JS. An exploratory cost-benefit analysis of natural support strategies in the employment of people with severe disabilities. J Vocat Rehabil. 1997;8(3):211–221. source

      Not checked in the free run.

    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
    • cites [61] Eggleton I, Robertson S, Ryan J, Kober R. The impact of employment on the quality of life of people with an intellectual disability. J Vocat Rehabil. 1999;13(2):95–107. source
    • cites [63] Kaletta JP, Binks DJ, Robinson R. Creating an inclusive workplace: integrating employees with disabilities into a distribution center environment. Prof Saf. 2012;57(6):62–71.

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

  • Findingcitation

    Employees with disabilities in hospitality and retail had good attendance.

    “Two studies [46,57] focusing on employees with disabilities in the hospitality and retail industry found that they had good attendance.”
    Quote in the paperNot a substantial claim1 of 2 sources checked
    • cites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source

      The Introduction describes low absenteeism as a potential strength of employees with autism spectrum disorder, which supports the general point about good attendance. But the Methods (Participants, Table 1) show a survey across many industries, including retail and accommodation and food services; the Results do not report an attendance finding for those sectors. The cited study therefore does not establish the sector-specific finding attributed to it. (LLM, conf=0.85)

      Experimental — accuracy not yet measured
    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
  • Findingcitation

    Five reviewed studies reported that hiring people with disabilities improved business image.

    “Five studies reported that hiring people with disabilities improved business image [8,46,61,64,65].”
    Quote in the paperNot a substantial claim1 of 5 sources checked
    • cites [8] Hartnett HP, Stuart H, Thurman H, Loy B, Batiste LC. Employers’ perceptions of the benefits of workplace accommodations: reasons to hire, retain and promote people with disabilities. J Vocat Rehabil. 2011;34(1):17–23. source
    • cites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source

      The Discussion (page unavailable) says employing adults with ASD had organisational benefits and links diversity and inclusion to improved community relationships. That is related to business image, but the paper does not report that hiring people with disabilities improved a business’s image; its own findings concern adults with ASD and focus on workplace culture. (LLM, conf=0.78)

      Experimental — accuracy not yet measured
    • cites [61] Eggleton I, Robertson S, Ryan J, Kober R. The impact of employment on the quality of life of people with an intellectual disability. J Vocat Rehabil. 1999;13(2):95–107. source
    • cites [64] Kalef L, Barrera M, Heymann J. Developing inclusive employment: lessons from telenor open mind. Work. 2014;48(3):423–434. source
    • cites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source
  • May combine two claims. 34
  • The quote only partly states this claim. 3
  • Classified as probably not a substantial claim. 14

  • May combine two claims.

    Findingcitation

    In hospitality, hiring people with various disabilities improved profits and increased business growth.

    “Kalargyrou and Volis [46], who studied employers in the hospitality industry, found that hiring people with various types of disabilities improved profits and increased business growth, although they did not specify how.”
    Quote in the paperNot a substantial claim1 of 1 sources checked
    • cites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source

      The Methods (Participants; page unavailable) describe a survey of Australian employers of adults with autism spectrum disorder across several industries, not a hospitality-industry study of people with various disabilities. The Discussion (page unavailable) reports workplace-culture benefits but does not report improved profits or business growth. Searches for Kalargyrou and Volis, hospitality, profits, and business growth found no passage establishing the attributed finding. (LLM, conf=0.76)

      Experimental — accuracy not yet measured

  • May combine two claims.

    Findingcitation

    Including people with disabilities created a competitive advantage because it created a positive image for guests.

    “In a similar study, Kalargyrou and Volis [46] found a competitive advantage of including people with disabilities because it created a positive image for guests.”
    Quote in the paperSubstantial claim1 of 1 sources checked
    • cites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source

      The Discussion (page unavailable) says diversity and inclusion can offer a competitive edge through creativity, community relationships and job retention. It does not say that hiring people with disabilities created a positive image for guests, nor does it report a study by Kalargyrou and Volis. (LLM, conf=0.83)

      Experimental — accuracy not yet measured

  • The quote only partly states this claim.

    Findingcitation

    People with disabilities had 34% fewer accidents than other employees.

    “In a similar industry, Kaletta et al. [58] reported that people with disabilities had 34% fewer accidents than other employees.”
    Quote in the paperSubstantial claim1 of 1 sources checked
    • cites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. source

      The Method and Results sections describe a footwear-industry inclusion study, but the passages found do not report accident rates or a 34% comparison with other employees. Searches for “34% fewer accidents,” “Kaletta,” and accident or injury rates found no passage supporting the attributed figure. (LLM, conf=0.76)

      Experimental — accuracy not yet measured

  • May combine two claims.

    Findingcitation

    Secondary outcomes for people with disabilities included improved quality of life, enhanced self-confidence, a source of earnings or income, an expanded social network, and a sense of community.

    “Secondary outcomes included benefits for people with disabilities themselves such as improved quality of life [53], enhanced self-confidence [18,74,75,77], a source of earnings or income [78,79], an expanded social network [79], and a sense of a community [79].”
    Quote in the paperSubstantial claim1 of 7 sources checked
    • cites [53] Adams-Shollenberger GE, Mitchell TE. A comparison of janitorial workers with mental retardation and their non-disabled peers on retention and absenteeism. J Rehabil. 1996;62(3):56–61.
    • cites [18] Buciuniene I, Bleijenbergh I, Kazlauskaite R. Integrating people with disability into the workforce: the case of a retail chain. Equal Divers Incl Int J. 2010; 29(5):534–538. source
    • cites [74] Owen F, Li J, Whittingham L, Hope J, Bishop C, Readhead A, et al. Social return on investment of an innovative employment option for persons with developmental disabilities. Nonprofit Manag Leadersh. 2015;26(2):209–228. source
    • cites [75] Solovieva TI, Walls RT, Hendricks DJ, Dowler DL. Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services. Disabil Health J. 2009;2(4):196–205. source
    • cites [77] Clark RE, Xie H, Becker DR, Drake RE. Benefits and costs of supported employment from three perspectives. J Behav Health Serv Res. 1998;25(1):22–34. source
    • cites [78] Kuiper L, Bakker M, Van der Klink J. The role of human values and relations in the employment of people with work-relevant disabilities. Soc Incl. 2016;4(4):176. source
    • cites [79] Houtenville A, Kalargyrou V. Employers’ perspectives about employing people with disabilities: a comparative study across industries. Cornell Hosp Q. 2015;56(2):168–179. source

  • The quote only partly states this claim.

    Findingown data

    The review found that hiring people with disabilities was associated with an inclusive work culture.

    “inclusive work culture, and ability awareness”
    • Also stated in: § Outcome and study findings · plain
      “inclusive work culture, and ability awareness”
    Quote in the paperSubstantial claim
    • Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.

  • May combine two claims.

    Findingcitation

    In a survey of 643 employers, 70% identified more benefits than costs from hiring people with disabilities, especially regarding training costs.

    “Graffam et al. [52], in a survey of 643 employers from various industries, found that 70% of employers identified more benefits associated with hiring people with disabilities rather than costs, especially related to training costs.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [52] Cimera RE, Burgess S. Do adults with autism benefit monetarily from working in their communities? J Vocat Rehabil. 2011;34(3):173–180. source

  • The quote only partly states this claim.

    Findingown data

    The review found that hiring people with disabilities was associated with increased ability awareness.

    “inclusive work culture, and ability awareness”
    • Also stated in: § Outcome and study findings · plain
      “inclusive work culture, and ability awareness”
    Quote in the paperSubstantial claim
    • Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.

  • May combine two claims.

    Findingcitation

    One company reported over $19 million in financial benefits over six years and an additional $8.4 million in recruitment and training savings due to improved retention.

    “One company reported over $19 million in financial benefits, mainly in the form of tax credits, over a six-year period, and an additional savings of $8.4 million on recruitment and training due to improved retention [49].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Findingown data

    The review identified 39 articles that satisfied its inclusion criteria.

    “Thirty-nine studies met our inclusion criteria.”
    • Also stated in: § Study and participant characteristics · plain
      “Thirty-nine articles met the inclusion criteria (see Table 2).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingnone given

    The review found secondary benefits for people with disabilities, including enhanced self-confidence, an expanded social network, and a sense of community.

    “enhanced self-confidence, expanded social network, and a sense of community.”
    Quote in the paperNot a substantial claim
    • Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Findingcitation

    People with vision impairments were reported to be very dedicated workers.

    “Meanwhile, others reported that people with vision impairments were very dedicated workers [48].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [48] Chi CG-Q, Qu H. Integrating persons with disabilities into the work force. Int J Hosp Tour Adm. 2003;4(4):59–83. source

  • May combine two claims.

    Findingcitation

    Providing accommodations to employees with disabilities reduced turnover and increased retention.

    “Further, Hartnett et al. [8] noted that providing accommodations to employees with a disability reduced turnover and increased retention rates.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [8] Hartnett HP, Stuart H, Thurman H, Loy B, Batiste LC. Employers’ perceptions of the benefits of workplace accommodations: reasons to hire, retain and promote people with disabilities. J Vocat Rehabil. 2011;34(1):17–23. source

  • May combine two claims.

    Findingcitation

    People with disabilities had consistent attendance, which was one of the most frequently identified advantages of hiring them.

    “Morgan and Alexander [60] found that people with disabilities had consistent attendance, which was one of the most frequently identified advantages of hiring them.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [60] Graffam J, Smith K, Shinkfield A, Polzin U. Employer benefits and costs of employing a person with a disability. J Vocat Rehabil. 2002;17(4):251–263. source

  • May combine two claims.

    Findingcitation

    People with disabilities in retail and hospitality had longer job tenure than those without disabilities, by 23.7 and 50 months respectively, but the differences were not significant.

    “Moreover, people with disabilities in retail and hospitality sectors had longer job tenure compared to those without disabilities (23.7 and 50 months longer, respectively); however, it is important to note these differences were not significant [25].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [25] Hernandez B, McDonald K. Exploring the costs and benefits of workers with disabilities. J Rehabil. 2010;76(3):15–23.

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

  • May combine two claims.

    Findingcitation

    Employees with disabilities in supermarkets were highly loyal, more so than employees without disabilities, because they showed gratitude and had lower turnover rates.

    “For example, Buciuniene and Kazlauskaite [18] found that employees with disabilities working in supermarkets were highly loyal, more so than employees without disabilities, because they showed gratitude and displayed lower turnover rates.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [18] Buciuniene I, Bleijenbergh I, Kazlauskaite R. Integrating people with disability into the workforce: the case of a retail chain. Equal Divers Incl Int J. 2010; 29(5):534–538. source

  • May combine two claims.

    Findingcitation

    Across a variety of industries, the highest ranked benefit of hiring employees with disabilities was employee dedication; employers perceived people with disabilities as dedicated and loyal workers.

    “Nietupski et al. [61] found that the highest ranked benefit of hiring employees with disabilities across a variety of industries was employee dedication, where employers perceived people with disabilities as dedicated and loyal workers.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [61] Eggleton I, Robertson S, Ryan J, Kober R. The impact of employment on the quality of life of people with an intellectual disability. J Vocat Rehabil. 1999;13(2):95–107. source

  • May combine two claims.

    Findingcitation

    Employees with hearing impairments were productive workers with excellent work habits.

    “Friedner [65] described that employees with hearing impairments were productive workers with excellent work habits.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Findingcitation

    The disability types in customer loyalty/satisfaction studies included vision impairments, intellectual disability, and other various disabilities.

    “Types of disabilities included vision impairments [66], intellectual disability [49], and other various disabilities.”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [66] Siperstein GN, Romano N, Mohler A, Parker R. A national survey of consumer attitudes towards companies that hire people with disabilities. J Vocat Rehabil. 2006;24(1):3–9. source
    • cites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source

  • May combine two claims.

    Findingcitation

    Employers recognized that people with disabilities represent an important customer base and that companies have an opportunity to win brand loyalty among a broad market of customers who value inclusion.

    “In Henry et al.'s [1] study, employers recognized that people with disabilities represent an important customer base and that there is an opportunity for companies to win brand loyalty among a broad market of customers who value inclusion [1].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [1] Henry AD, Petkauskos K, Stanislawzyk J, Vogt J. Employer-recommended strategies to increase opportunities for people with disabilities. J Vocat Rehabil. 2014;41(3):237–248. source

  • May combine two claims.

    Findingcitation

    Hiring people with disabilities in a telecommunications company helped create an inclusive workplace culture and improve co-worker partnerships.

    “Kalef et al. [62] found that hiring people with disabilities in a telecommunications company helped to create an inclusive workplace culture and to improve co-worker partnerships [60].”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [62] Kuo P-J, Kalargyrou V. Consumers’ perspectives on service staff with disabilities in the hospitality industry. Int J Contemp Hosp Manag. 2014;26(2):164–182. source
    • cites [60] Graffam J, Smith K, Shinkfield A, Polzin U. Employer benefits and costs of employing a person with a disability. J Vocat Rehabil. 2002;17(4):251–263. source

  • May combine two claims.

    Findingcitation

    People with developmental disabilities were dedicated, hardworking, and efficient.

    “Irvine [74] found that people with developmental disabilities were dedicated, hardworking, and efficient.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [74] Owen F, Li J, Whittingham L, Hope J, Bishop C, Readhead A, et al. Social return on investment of an innovative employment option for persons with developmental disabilities. Nonprofit Manag Leadersh. 2015;26(2):209–228. source

  • May combine two claims.

    Findingcitation

    Hiring people with disabilities was reported to increase community recognition and improve corporate culture.

    “Zivolich and Weiner-Zivolich [49] reported an increase in community recognition and an improved corporate culture from hiring people with disabilities.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source

  • May combine two claims.

    Findingcitation

    Having people with developmental disabilities in the workforce facilitated social inclusion and workplace well-being.

    “Owen et al. [75] noted that having people with developmental disabilities in the workforce facilitated the enhancement of social inclusion and workplace well-being.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [75] Solovieva TI, Walls RT, Hendricks DJ, Dowler DL. Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services. Disabil Health J. 2009;2(4):196–205. source

  • May combine two claims.

    Findingcitation

    Employees with hearing impairments had a strong work ethic and performed beyond their job functions.

    “Similarly, Friedner [65] found that employees with hearing impairments had strong work ethic, performing beyond their job functions.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source

  • May combine two claims.

    Findingcitation

    Employers of people with intellectual disabilities reported greater staff acceptance and knowledge regarding disability.

    “Companies hiring individuals with intellectual disabilities reported improvements in workplace social connection, in the company's public image and diversity, and in employees' acceptance of and knowledge about people with disabilities [63,82].”
    Quote in the paperSubstantial claim0 of 2 sources checked
    • cites [63] Kaletta JP, Binks DJ, Robinson R. Creating an inclusive workplace: integrating employees with disabilities into a distribution center environment. Prof Saf. 2012;57(6):62–71.

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

    • cites [82] Nota L, Santilli S, Ginevra MC, Soresi S. Employer attitudes towards the work inclusion of people with disability. J Appl Res Intellect Disabil. 2014;27(6):511–520. source

  • May combine two claims.

    Findingown data

    Most reviewed studies had heterogeneous samples and did not specify disability types, demographic characteristics, or job roles.

    “Most of the studies had heterogeneous samples and did not specify the types of disability, sample demographic characteristics, or job roles, which could affect the perceived benefits of hiring people with disabilities.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Quantitative study quality scores ranged from 0.4 to 0.91, with a mean of 0.76.

    “The overall scores for the quantitative studies ranged from 0.4 to 0.91 (mean 0.76) ( S3 Table).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Qualitative study quality scores ranged from 0.3 to 0.85, with an average of 0.67 and 85% interrater agreement.

    “For the qualitative studies, the scores ranged from 0.3 to 0.85 (average 0.67) with 85% interrater agreement ( S2 Table).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Most reviewed studies did not report effect sizes and lacked comparison groups.

    “Fourth, most studies did not report effect sizes and did not have comparison groups.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Reviewed studies did not report mean sample age or other key demographics such as disability type, severity, cause, and age at onset.

    “Third, the mean age of the sample and other important demographic characteristics, such as type, severity and cause of disability (e.g., acquired, workrelated injury) and age at onset, were not provided.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Findingown data

    Among reviewed studies that reported job type, disabled people mostly held entry-level minimum-wage jobs.

    “Fifth, of the studies that reported on the type of job held by people with disabilities, they mainly consisted of entry-level (minimum wage) positions.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Interpretationcitation

    The loyalty of people with disabilities may be because they are often not given many opportunities to work and live independently.

    “Kalargyrou [57] suggested that the loyalty of people with disabilities is because they are often not given many opportunities to work and to live an independent life.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source

  • Classified as probably not a substantial claim. May combine two claims.

    Interpretationcitation

    The competitive advantage was attributed to having a pool of loyal employees who exceeded expectations, had lower turnover, and performed better in attendance and engagement.

    “They attributed this improvement to having a pool of loyal employees that exceeded expectations, had lower turnover rates, and performed better in terms of attendance and employee engagement [57].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    Although the search was comprehensive, it is possible that eligible studies were missed.

    “Although our search was comprehensive, it is possible that eligible studies were missed.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Interpretationcitation

    Reasons for improved profitability and lower turnover included the sense of accomplishment and satisfaction employees with disabilities received from employment and their loyalty to companies that invested in recruiting and training them.

    “Reasons for improved profitability and lower turnover rates included the sense of accomplishment and satisfaction employees with disabilities received from employment and the sense of loyalty they felt towards the companies that invested in recruiting and training them [57].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source

  • May combine two claims.

    Interpretationreasoning

    The review's findings show that hiring people with disabilities can enhance competitive advantage in certain industries such as hospitality, food service, and retail, as well as in other various industries.

    “Our findings show that hiring people with disabilities can enhance competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety) in certain industries such as hospitality, food service, and retail as well as in other various industries.”
    Quote in the paperSubstantial claim
    • Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.

  • May combine two claims.

    Premisecitation

    A national study reported that 92% of consumers felt more favorable toward companies hiring individuals with disabilities and 87% would prefer to give their business to organizations employing individuals with disabilities.

    “Siperstein et al. [68] reported on a national study showing that 92% of consumers felt more favorable towards companies hiring individuals with disabilities and that 87% would prefer to give their business to organizations employing individuals with disabilities.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [68] Wolfensberger W. Social role valorization: a proposed new term for the principle of normalization. Mental Retard. 1983;21(6):234–239.

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

  • May combine two claims.

    Interpretationcitation

    Employees with various disabilities were reported to be more punctual, reliable, and conscientious, which translated into increased productivity and improved company profitability.

    “Employees with various disabilities were reported to be more punctual, reliable, and conscientious in their work which translated to increased productivity and, ultimately, improved company profitability [8].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [8] Hartnett HP, Stuart H, Thurman H, Loy B, Batiste LC. Employers’ perceptions of the benefits of workplace accommodations: reasons to hire, retain and promote people with disabilities. J Vocat Rehabil. 2011;34(1):17–23. source
    • Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.

  • May combine two claims.

    Interpretationown data

    Some reviewed studies had small samples or were limited to specific industries, so their findings are not generalizable.

    “Some studies had small samples sizes or were limited to specific industries; thus, their findings are not generalizable.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Premisecitation

    Workplace disability inclusion and awareness assist employers in supervising disabled employees and support a norm of recruiting workers of all abilities.

    “Disability inclusion and awareness is important in employment because this helps employers to effectively manage and work with people with disabilities and normalizes an employment model of hiring individuals of all abilities [57].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductown data

    Reviewers assigned the same overall quality score to 80% of the studies.

    “For inter-rater agreement, reviewers assigned the same overall score to 80% of the studies.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    Not all reviewed studies contributed equally to the overall summary of findings.

    “First, not all of the studies contributed equally to the overall summary of the findings.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Premisecitation

    Human capital, such as loyalty, training, and relationships, is one of the main sources of competitive advantage for a company and its reputation among customers, suppliers, and employees.

    “Houtenville and Kalargyrou [63] stated that human capital (e.g., loyalty, training, relationships) is one of the main sources of competitive advantage for a company and its reputation among customers, suppliers, and employees, which could explain the increase in competitive advantage in these studies.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [63] Kaletta JP, Binks DJ, Robinson R. Creating an inclusive workplace: integrating employees with disabilities into a distribution center environment. Prof Saf. 2012;57(6):62–71.

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

  • May combine two claims.

    Interpretationreasoning

    Recruiting individuals with disabilities may foster a more welcoming workplace climate and greater awareness of disability.

    “Our findings suggest that hiring people with disabilities can create a more inclusive work culture and increase ability awareness.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Interpretationown data

    Because the reviewed studies involved various types of disability, caution should be taken in generalizing the findings.

    “Second, the studies included in this review involved various types of disability and caution should be taken in generalizing the findings.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Study design and conductreasoning

    The review included only English-language, peer-reviewed studies, so some publications may have been missed.

    “Finally, we only chose studies published in English and in peerreviewed journals; thus, some publications may have been missed.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Disability awareness and sensitivity training can help employers make disabled staff feel included.

    “(Dis)ability awareness and sensitivity training can help with this [85].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [85] Ramos R, Jenny G, Bauer G. Age-related effects of job characteristics on burnout and work engagement. Occup Med. 2016;66(3):230–237. source

  • May combine two claims.

    Premisecitation

    Factors such as age, disability type, severity, cause, and age at onset can influence employment engagement.

    “Such factors can affect engagement in employment [86] (e.g., younger samples may still be in school and not have as much time to work).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [86]

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductown data

    The review's search strategy was developed with an experienced librarian and field experts.

    “We did, however, design our search in consultation with an experienced librarian and experts in the field.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    The databases and search terms chosen for this review may have restricted the identification of relevant publications.

    “First, the specific databases and search terms that we selected for our search strategy may have limited our ability to find relevant publications.”
    Quote in the paperNot a substantial claim
50 of 50

  • The paper relies on this without support.

    The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.

    “Further, most studies focused on perceived benefits rather than actual benefits.”
    “Findings show that benefits of hiring people with disabilities included improvements in profitability”

  • The paper relies on this without support.

    The heterogeneous studies and outcome measures included in the review can be meaningfully synthesized into the review's benefit categories despite the inability to conduct a meta-analysis.

    “A meta-analysis was not feasible for this review because of the heterogeneity of the studies reviewed (i.e., range of disability types, study populations, and outcome measures).”
    “Therefore, we synthesized our findings according to the guidelines for narrative synthesis [37].”

  • The paper relies on this without support.

    Including all studies regardless of their quality scores does not materially undermine the review's synthesized conclusions.

    “We did not exclude any studies from our review based on quality.”
    “The overall scores for the quantitative studies ranged from 0.4 to 0.91 (mean 0.76) ( S3 Table).”

  • The paper relies on this without support.

    Policies, tax incentives, and societal attitudes toward disabled people differ substantially across countries and over time.

    “Second, policies, tax incentives, and societal attitudes towards people with disabilities vary greatly by country and across time.”

  • The paper relies on this without support.

    The amount of workplace support disabled people receive likely differs substantially across countries.

    “nor the extent of supports they may have received within their job, which likely vary greatly by country.”

  • The paper relies on this without support.

    Education, job experience, and hours worked are important determinants of employment outcomes.

    “which are important factors in employment outcomes.”
6 of 6

Self-check

Percentages, sums and reported differences re-computed from the paper’s own numbers.

Each contradiction between two passages listed here was confirmed by an independent check.

  • The example database search starts two years earlier than stated

    Minor

    The methods say the search covered publications from 1997 onward, but the supplied MEDLINE search strategy applies a limit beginning in 1995.

  • Qualitative quality total is one point too high

    Minor

    Schartz et al.'s ten item scores sum to 9, whereas the table reports 10.

    Reported 10 · recomputed 9

  • A cited source does not match its reference-list entry

    Minor

    The text attributes findings to Hartnett et al. under citation [8], while reference 8 is a paper by Burke et al.

  • Quantitative quality score exceeds the listed item scores

    Minor

    The applicable item scores for Kuo and Kalargyrou sum to 14, not 18. The listed total therefore also overstates the study's quality score.

    Reported 18 · recomputed 14

  • Friedner's reported quality proportion is incorrect

    Minor

    A score of 12 out of 18 is approximately 0.67, not 0.75.

    Reported 0.75 · recomputed 0.666667

5 of 5

Cites

Flagged first, then by citations

Research works printed but not linked: 8

  1. Forbes Insights. Global diversity and inclusion: fostering innovation through a diverse workforce. New York: Forbes Insight; 2011.
  2. Lindsay S, McDougall C, Sanford R. Exploring supervisors’ attitudes of working with youth engaged in an inclusive employment training program. J Hum Dev Disabil Soc Change. 2014;20(3):12–20.
  3. Rehabilitation Services Administration. Reporting manual for the case service report (RSA-911). Washington, DC: RSA; 2004. Report No.: RSA-PD-04-04.
  4. Allen J, Cohen N. The road to inclusion: integrating people with disabilities into the workplace. Toronto: Deloitte; 2010.
  5. National Council on Disability. Empowerment for Americans with disabilities: breaking barriers to careers and full employment. Washington, DC: National Council on Disability; 2007.
  6. Hernandez B, McDonald K. Exploring the costs and benefits of workers with disabilities. J Rehabil. 2010;76(3):15–23.
  7. Equity and Diversity Directorate Policy Branch. Recruitment of persons with disabilities: a literature review. Ottawa, ON: Public Service Commission of Canada; 2011.
  8. Connelly LM. Peer review. MedSurg Nursing. 2017;26(6):146–147.

Cited by

Sorted by citations

Related

Authors
Lindsay, S., Cagliostro, E., Albarico, M., Mortaji, N., & Karon, L.
Affiliations
  • University of Toronto (CA)
  • Holland Bloorview Kids Rehabilitation Hospital (CA)
Corresponding author
Lindsay, Sally
ORCID
Venue
Journal of Occupational Rehabilitation
Publisher
Springer Science and Business Media LLC
Published
2018-02-01
Volume
28
Issue
4
Pages
634-655
ISSN
  • 1053-0487 (ISSN-L)
  • 1573-3688
DOI
10.1007/s10926-018-9756-z
OpenAlex
W2789644460
Cited by
298
References
80
Citations by year
2026: 41 · 2025: 51 · 2024: 50 · 2023: 48 · 2022: 36 · 2021: 24 · 2020: 20 · 2019: 17 · 2018: 7
FWCI
6.68
Type
journal article
Language
en
Open access
Licence
www.springer.com/tdm (tdm)
Locations
  • Journal of Occupational Rehabilitation (publishedVersion)
  • PubMed (publishedVersion)
  • TSpace (University of Toronto) (submittedVersion)
Funders
Ontario Ministry of Research and Innovation
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Health Sciences › Health Professions › Occupational Therapy › Assistive Technology in Communication and Mobility
  • Social Sciences › Safety Research › Disability Rights and Representation
Keywords
employment of people with disabilities, competitive employment, workplace inclusion, profitability, inclusive work culture, employee loyalty, customer loyalty, productivity
MeSH terms
Economic Competition, Efficiency, Employment, Disabled Persons, Persons with Disabilities, Humans, Income, Personnel Loyalty, Personnel Management, Personnel Selection

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Claims read by deepseek-v4.1-flash under definition version 3 (extract-v3) on 2026-10-04.

Classified by jev-1.13-20260917 (gold-guideline-v0.2) on 2026-10-04.

Cited sources are checked by gpt-6-sol.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

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