Hiring a disadvantaged person – a path to a better society and business

On the eve of the holiest of holidays, we all reflect on topics that seem to remain secondary in our hectic daily lives. In the world in which we live, we often encounter people who, due to various circumstances, find themselves disadvantaged. These may be people with disabilities, members of minority groups or those who are struggling economically. Despite the challenges these people face, they have unique potential. Hiring them may seem like an additional burden for some employers, but reality shows that it is an opportunity for growth, innovation and long-term success. A number of large, successful companies support and promote this cause.

• The Amazon Able program offers modifications to create a welcoming workplace. The company promotes awareness of disability inclusion practices and does extensive training for its teams and managers.
• Google Cloud Autism is a program aimed at strengthening and expanding the current community of individuals with autism spectrum disorders by recruiting and supporting more gifted individuals. Other Google initiatives include accessible workspaces and the use of assistive technology dedicated to various disabilities.
• NASA‘s participation in the Wounded Warrior program, supporting the hiring of disabled veterans, demonstrates their commitment to the cause of inclusion.

But hiring the disadvantaged is not only an act of social responsibility, but also a strategic decision that can yield significant benefits for both business and society as a whole. The pros are many.

• Improving the company’s reputation

  Employers who actively recruit disadvantaged people can gain recognition from organisations and the media that value social inclusion and equality efforts.

• Staff loyalty and retention

  Persons with disabilities often seek stable, long-term employment, leading to higher retention rates and lower turnover in the organization. They are much more committed and loyal to their employers and stay for longer in the companies where they are employed.

• Enriching the labour market

  When more people from disadvantaged groups have the opportunity to work, it not only improves their lives, but also increases the quantity and quality of the country’s workforce. Finding the right talent can be difficult and if your organisation is not hiring people with disabilities, you are missing out on huge untapped potential. Workers with disabilities have skills and experience that can offer employers a competitive advantage.

• Possibility of support from the State

  The state offers various financial incentives and benefits to employers who hire people with disabilities or from disadvantaged social groups. These may include subsidies, reduced taxes or special training and support programmes. Under Bulgarian law, large enterprises (with more than 50 employees) must employ a certain percentage of people with disabilities. If they do not meet this requirement, they may be liable to pay a fine. Employers who have created jobs for a period of 24 months and who employ unemployed persons with permanent disabilities are provided with wage subsidies. This is set annually in the National Employment Action Plan.

• Creating a better working environment

  Employing people with disabilities creates and promotes an inclusive work environment. In turn, it fosters empathy among employees (a quality that is extremely important when interacting with customers and consumers). Inclusion also has a positive effect on their emotional state – to increased satisfaction and motivation.

Employing disadvantaged people is an important step towards building a more equitable and inclusive society. This approach ensures equal opportunities for all, helps to overcome social barriers and stereotypes, and leads to positive business outcomes.

TPA Bulgaria

+359 2 981 66 45/46/47

office@tpa-group.bg

128, G.S. Rakovski str, floor 2

1000 Sofia