Hiring Disable People to Avoid Staff Turnover and Enhance Sustainability of Production

Abstract

Companies struggle with maintaining staff turnover at a low and sustainable level. Hiring a new employee means costs for the company, such as recruitment, medical examinations, and training, etc. In addition, new employees must learn to perform their tasks properly and quickly, which can take up to several months. Disabled employees change jobs less frequently due to the fact that it is difficult for them to find a new one. For employers, such an employee, if they have the same skills as a fully functional employee, can therefore be very valuable, for example, in relation to the reduction of costs associated with frequent employment of new employees. In addition, employing people with disabilities also brings social benefits related to counteracting social exclusion and the possibility of independent living by such people. The human factor is an element that greatly influences sustainable production. The objective of the research was to verify the potential of hiring disabled employees in order to reduce staff turnover. In other words, the analysis has been designed to understand if hiring disabled staff, making expenditures to prepare the workplace and training for them could be potentially efficient in terms of obtaining a higher level of sustainability of the employment in the company. The research has the form of direct (in-depth) interviews in the case of representatives of the companies involved, and a paper questionnaire for the disabled subjects (employees). It took place from September to December 2020 and was the basis for the statistical hypothesis testing. The conducted research was based on a statistical U Mann–Whitney test and fi Yule index calculation. The results showed that people with disabilities remain employed by the same employer longer in comparison to “able-bodied” employees, meaning it may be worthwhile to make extra expenditures to hire disabled persons who could become loyal employees for years. Moreover, it has been statistically proven that the key factor influencing the attractiveness of a given job for a disabled person depends on the type of disability they have.

Workplace-Related Socioeconomic Issues Associated with Job Performance and Productivity among Employees with Various Impairments: A Systematic Literature Review

“…Moreover, the turnover rate is higher among them in comparison to able-bodied employees (Chi and Qu 2004;Kim 2015). On the other hand, based on other studies, employees with disabilities are motivated, loyal, and responsible; their productivity level is almost equal to their non-disabled colleagues (Chajduga and Ingaldi 2021;Chao et al 2018;Jammaers et al 2016). A study by Katz et al (2015) concluded that employees with high-functioning autism spectrum disorders (HFASD) are honest people and are highly responsible since none of them were required to quit their jobs due to behavioural and professional matters during the 9-month study in Israel.…”

“…Productivity and job performance among employees with impairments/disabilities are research questions that have not been answered yet in psychology, human development, sociology, social work, and so on. Other disability-related issues such as policies, rights, quality of life, job satisfaction, the unemployment rate of people with disabilities (PWDs) and caregivers, and employers' attitudes toward their willingness to hire PWDs were discussed in many studies (Alkaabi 2022;Anderson et al 2021;Bastas and Altinay 2019;Butterworth et al 2020;Chajduga and Ingaldi 2021;Choi et al 2018;King and Waghorn 2018;Ochrach et al 2022;Pihlajamäki et al 2020;Rotaru et al 2021;Werner and Hochman 2019).…”

Sustainable Entrepreneurship for Business Opportunity Recognition: Analysis of an Awareness Questionnaire among Organisations

“…An important part of sustainability implementation is to deal with the practices that preserve biodiversity, eliminate social inequalities, and prevent the unsustainable use of limited resources [2]. Various authors focus on economic sustainability [3][4][5], environmental sustainability [6][7][8][9], and social sustainability [10][11][12][13]. However, for a better 2030 and beyond, the United Nations (UN) double-clicked on the three elements of sustainability, defined it in 17 factors, and named them the Sustainable Development Goals (hereafter SDGs) by 2015.…”