Even though conversations around diversity and inclusion are picking up momentum, disability inclusion is still one of the most misunderstood areas in hiring.
At Speshally, we’ve had the chance to work closely with companies of all sizes startups, legacy brands, family-run businesses and one thing is clear: many of them want to do better, but outdated beliefs are holding them back.
This blog is here to gently challenge those beliefs and offer real, doable alternatives. Let’s break down the seven myths we hear most often.
Myth 1: “Hiring people with disabilities is expensive.”
The Truth: It’s more affordable and more rewarding than you think.
There’s a common perception that accessibility means high costs: redesigned spaces, custom tech, and constant adjustments. But in reality, most accommodations are simple, low-cost, or even free.
Take one of our client partners who was initially hesitant to hire a visually impaired candidate. They imagined major infrastructure changes. What actually worked? A screen reader (which was free) and some flexibility in reporting hours.
What felt intimidating turned out to be a small investment with a big return—in loyalty, productivity, and team morale.
Myth 2: “People with disabilities won’t be as productive.”
The Truth: We’ve seen just the opposite. Many people with disabilities bring unmatched resilience, problem-solving, and long-term commitment.
One of our candidates with a locomotor disability joined a marketing team last year and is now leading a project that’s outperforming targets. Disability isn’t a predictor of performance support and belonging are.
Myth 3: “Our workplace isn’t equipped to accommodate them.”
The Truth: You don’t need to knock down walls. Often, what’s needed is more mindset than money. Accessibility isn’t only about physical space—it’s also about things like:
● Clearer job descriptions
● Screen-reader-friendly websites
● Flexible communication methods
● Accommodations during interviews or onboarding
We helped a growing ed-tech company update their hiring portal and include accommodation statements—and they saw a 20% rise in diverse applicants within two months.
Myth 4: “Other employees or clients might feel uncomfortable.”
The Truth: Discomfort usually comes from unfamiliarity, not from someone’s disability.
We once facilitated an inclusion workshop for a retail company where team members admitted they’d never worked alongside a person with a disability and were nervous. After some myth-busting, open conversations, and empathy-building exercises, they not only welcomed their new colleague, but also became active allies.
Myth 5: “People with disabilities can only do certain kinds of jobs.”
The Truth: Disability isn’t one thing it’s a spectrum.
From someone managing anxiety while working in finance to a neurodivergent developer excelling at code optimization talent isn’t limited by diagnosis. Roles don’t have to be “specially made” they just have to be inclusive by design.
Myth 6: “We already include disability in our DEI strategy.”
The Truth: More often than not, disability inclusion gets sidelined.
Most DEI eff orts focus on gender, race, and sometimes LGBTQ+ inclusion but disability is still the most underrepresented and underreported area. Unless your DEI strategy has specific goals, training, and tracking mechanisms for disability inclusion it’s not really covering it.
Myth 7: “If someone needs help, they’ll ask.”
The Truth: Many won’t. Not because they don’t want to but because they fear being judged, tokenized, or sidelined.
Creating a psychologically safe space means normalizing conversations around accommodations, building trust, and sending clear signals: “You don’t have to earn support. You already deserve it.”
So Where Can Companies Begin?
You don’t need to have it all fi gured out. You just need to start with intention and the right partners. Here’s how:
✅ Review your job descriptions and hiring journey through an inclusive lens
✅ Equip your hiring managers with empathy-led training
✅ Make your application and onboarding process truly accessible
✅ Work with organizations like Speshally to co-create solutions
We’ve supported companies in making small shifts—like changing how interview feedback is shared or adding image descriptions to career pages—that led to big culture wins.
Final Thought
Disability inclusion isn’t about lowering the bar. It’s about redefining the environment so everyone has a fair shot to succeed.
When we drop the “Dis” from Disability, we unlock a different kind of ability adaptability, empathy, creativity, and innovation.
The kind of strengths companies need now more than ever.
Let’s Build Inclusive Pathways, Together
Need help rethinking your hiring process or training your teams?
Speshally can help you design inclusive, accessible, human-first workplaces.
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