When it comes to manager perceptions of people with disabilities, things have changed—for the better. In fact, perception can be used as a proxy for whether disability employment and inclusion programs have been beneficial to managers. A 2010 poll found that managers who are experienced in these programs showed substantial improvements in their perceptions of employees with disabilities and the value they bring to the workplace.

Data from the Kessler Foundation/National Organization on Disability’s (NOD) 2010 Survey of Americans With Disabilities, conducted by Harris Interactive, showed that when it comes to job skills and workplace behavior, most managers see employees with disabilities as no different than employees without disabilities. The poll, which interviewed 411 senior managers from a cross-section of companies with 50 or more employees, found that the most significant insights into managerial views include employee dedication, retention and flexibility to adapt to new situations. In fact, a third of managers surveyed believe employees with disabilities are less likely to leave their job and more dedicated than their non-disabled peers.

This infographic demonstrates perceptions of managers regarding how their employees with disabilities perform against their non-disabled peers.

Statistics on How Managers Perceive Disability Programs

As you can see, a majority of managers consider their employees with disabilities as having equal or better performance than their employees without disabilities across the board. And despite common misperceptions, managers overwhelmingly perceive their employees with disabilities as being less likely to be absentee, less likely to leave their positions, and exhibiting far more dedication than their colleagues without disabilities.

If you’re ready to truly drive these impacts with a well-implemented disability inclusion program, move forward to the next step in this process – defining an initiative that meets the unique needs and goals of your company.

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