No employer wants to be the subject of an employment discrimination lawsuit, but no employer wants to make a hiring decision that's going to cause problems for the company either. So when it comes to hiring disabled candidates, the decision can be more complicated than whether or not a person can do the job.

To start with, some employers worry that an employee who requires accommodation may cost the company more than an able-bodied employee. An accommodation may also mean changing the ways some things are done in the company. And then there’s the worry that every employment decision involving the disabled employee will be scrutinized for evidence of discrimination.

Fear of the Unknown

Ok, fine. There are some things to consider, but rest assured that if you make the decision based on any of the above worries, you are making a discriminatory hiring decision and opening yourself up to a lawsuit. And you really don’t need to. Because a lot of the things employers worry about when it comes to hiring disabled candidates are myths.

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Fear of the unfamiliar is a strong motivator and employers who haven't had much exposure to disabled co-workers or friends sometimes make assumptions. And we all know what assumptions do.

Misconceptions

I came across a training video, part of a series called Hire Beyond the Disability, in which presenter Victoria Mavis, debunks the top 10 myths about hiring a disabled person.

The myths she debunks are very likely the same worries that cause employers to hesitate when considering hiring a disabled candidate. Employers who can overcome these misconceptions might not only save themselves a lawsuit, but also foster a workplace culture that is inclusive and welcoming to all different types of people.

Top 10 myths:

1. The ADA forces employers to hire unqualified individuals with disabilities.
2. People with disabilities do not have the knowledge, skills and disabilities to fill the positions I am trying to fill.
3. Hiring an employee with a disability is expensive.
4. Employing people with disabilities increases health insurance costs.
5. Hiring employees with disabilities increases Workers Compensation rates.
6. Accommodations for employees with disabilities are expensive.
7. Employees with disabilities have a higher absentee rate than other employees.
8. Employees with disabilities are difficult to manage.
9. Under the ADA, an employer cannot fire a disabled employee.
10. Individuals with disabilities don’t want a job because it eliminates their benefits.

To find out the truth about these 10 misconceptions, watch the video.