A recent international survey of 28,000 individuals found that one fourth of employees have a disability. That number shows a massive contrast with the number of employees with disabilities that organizations report having, which ranges between 4% and 7%. The disparity between self-identification and employer reporting of disabilities exposes a troubling reality: many employees feel unsafe reporting their disabilities to their employers.
Employees who don’t report their disabilities may fear stigmas and potential work-related discrimination. While laws may aim to prevent such treatment, both explicit and implicit biases persist. The low disclosure rates are bad for employers and employees, making it important to provide better support for employees with disabilities in the workplace. According to research, one of the best ways to achieve this is through mentorship. Explore a few compelling reasons why employers should commit to mentorship initiatives and discover how to foster effective programs for employees with disabilities.
Why Inclusion Matters
When employees aren’t comfortable in the workplace, they’re less effective. For instance, employees with disabilities who don’t feel comfortable asking for accommodations may not be able to perform their jobs as effectively as those who have the right tools at their disposal.
Workplace culture also suffers in environments that don’t prioritize inclusion. After all, workplace inclusion relates to an employee’s feelings that their employer values, respects and supports them. BSG uses a statistical model it calls “BLISS” (Bias-Free, Leadership, Inclusion, Safety and Support) to measure employee satisfaction on a scale of 1-100. The BCG survey indicated that people with disabilities reported lower BLISS Index scores than those without disabilities, and lower than other diversity groups, including people of color, the LGBTQ community and women.
Such an environment unsurprisingly leads to a high rate of employee attrition. High turnover can have a massive detrimental impact on a business. First, the cost of replacing an employee can range from 50% to 200% of that individual’s annual salary. However, that’s just one piece of the problem. Other consequences of high turnover may include:
- Low employee morale and burnout
- Inefficient processes
- Loss of organizational knowledge and experience
- Damage to customer relationships
By improving employee BLISS scores by 5 points, organizations can reduce attrition by 2.5%. According to the BCG report, mentoring programs are one of the best ways to boost this score.
What Makes Mentoring a Great Option
Mentoring programs offer ample benefits for any employee but show particularly large gains for those with disabilities. By helping to build relationships within a company, mentorship programs demonstrate an interest in employees as people, not just numbers.
According to BCG, mentorship programs improve employee experiences in these three areas:
- Happiness: Only 57% of people with disabilities reported feeling happy at work when they were not part of a mentorship program. That number jumps to 77% for those with mentors.
- Inclusion: Employees involved in mentorship programs at work scored an average of eight points higher on the BLISS Index.
- Retention: 10% of employees with disabilities without mentors reported a desire to leave their jobs within the year. That number drops to 4% for those with mentors.
Also, 79% of employees with disabilities who were working with mentors reported their disabilities to their workplaces. In comparison, 68% of participants without mentors reported their disabilities. The report suggests this is because employees with mentors who support and advocate for them are more confident being open with their employers.
How to Create a Successful Mentorship Program for Employees with Disabilities
Mentorship programs with a structure and the support of a business are positioned to be the most successful. Here are a few ways to develop a program that will maximize the benefits of mentorship at an organization.
Formally define the goals
Mentorship programs should have a clear objective. One way to make sure that both parties understand the expectations is through a mentorship agreement or contract. The document can lay out a schedule of how often, when and through what means the mentor and mentee will meet, identify the goals or skills to work on and state whether the meetings will be confidential.
Make sure the meetings are accessible
Depending on the needs of the parties, the meetings might need an interpreter, captions or transcripts.
Put an emphasis on building a rapport
A mentorship relationship won’t work unless the parties are comfortable speaking and collaborating. While the relationship should have some structure and formality, the mentor will need to help foster a safe, judgement free place to communicate and learn. Active listening skills, empathy and respect are key.
Be flexible and adaptable
The mentor should seek honest feedback on the process and adapt based on mentee responses and needs. It might be necessary to return to the agreement and revise the terms if something isn’t working or if the mentee’s needs change.
Support and celebrate
The mentorship relationship should include celebration of the mentee’s achievements. Acknowledging milestones is a great way to help build the relationship while also motivating the mentee.
Building Accessible Workplaces
It’s impossible to overstate the importance of creating inclusive and supportive workplaces. Mentorship programs elevate employee happiness, inclusion and retention while empowering individuals to embrace their strengths and openly communicate about their disabilities. With the right structure and support, mentorship can usher in a brighter future for employees and organizations.
Verbit is working with companies worldwide to provide accessibility tools that support a workplace where every individual is valued, respected and supported. Reach out to learn more about Verbit’s captioning, transcription and audio description solutions.