Frequently Asked Questions

Disabilities affect 153,000 of the 3.6 million working Virginians, more than 4 percent of the state's workforce. Overall, only 34 percent of Virginians with disabilities aged 21-64 are employed.

How does hiring people with disabilities benefit my business?

Inclusion and diversity extends to people with disabilities, who are the largest minority subgroup in the United States. Ninety-three percent of customers surveyed said they feel more favorable toward businesses that hire people with disabilities.

With an aging workforce and wounded veterans returning to civilian life, workplace disability continues to grow. In the United States, this often-ignored market segment represents 54 million people, with an aggregate income that exceeds $1 trillion and has $220 billion in discretionary spending power.

Are employees with disabilities more likely to have accidents on the job? Do they raise workers compensation payments and health insurance rates?

Insurance rates are based solely on the relative hazards of the operation and the organization's accident experience, not on whether workers have disabilities.

Several studies assessed safety records and employee worker compensation claims and found no difference between employees with or without disabilities.

Do all employees with disabilities need job accommodations? How much does it cost?

According to the Job Accommodation Network, more than half of all accommodations cost nothing:

56 percent of employees with disabilities require no accommodations
73 percent of companies report no cost for accommodations
Average costs for needed accommodations are $400-$600 per employee

What are the tax incentives for accommodating persons with disabilities?

Your business may qualify for tax deductions or credits, including the Disabled Access Credit, Barrier Removal Tax Deduction or Work Opportunity Credit. Visit the IRS web site for more information.

Where can I find qualified applicants with disabilities?

DARS can assist with job recruiting, pre-screening and placement and set up job fairs and job training opportunities, including on-the-job training, job shadowing, internships or unpaid work experiences, before you hire someone.

How do I build disability awareness and etiquette in my workforce?

DARS can train your managers and human resource personnel in disability awareness and etiquette. This can increase supervisors' comfort in discussing disability issues and help foster supportive supervisor-employee relationships that encourage employees to disclose job needs.

What are job coaches?

DARS may hire a job coach to assist with job training - saving you time and money. Job coaches work one-on-one with employees through the initial job phases to ensure success. As employees become more independent in their positions, the job coach will gradually "fade out" of the workplace, but will check in occasionally to make sure things are going smoothly.

Ask how DARS can help with your organization's workforce needs. Contact the business development manager in your region by visiting our Meet the Team page.