Veterans & Disability: Busting Myths, Boosting Profits

The pervasive misinformation surrounding disability and the capabilities of veterans in the workforce is staggering. Many long-held beliefs are simply untrue and actively harm efforts to create inclusive workplaces. Are you ready to dismantle these harmful myths and unlock the true potential of this often-overlooked talent pool?

Myth: People With Disabilities, Especially Veterans, Are Less Productive

This is perhaps the most damaging and pervasive misconception. The idea that a disability inherently equates to lower productivity is not only unfounded but actively contradicted by evidence. Studies consistently show that employees with disabilities, including veterans who may have service-connected disabilities, perform just as well, and often better, than their non-disabled peers.

For example, a 2023 study by Accenture, in partnership with Disability:IN and the American Association of People with Disabilities (AAPD), found that companies that embrace disability inclusion have, on average, 28% higher revenue, double the net income, and 30% higher economic profit margins.

I remember a case we handled a few years back. A local manufacturing plant near the intersection of Northside Drive and I-75 was hesitant to hire a veteran with a prosthetic limb for a quality control position. They feared he wouldn’t be able to keep up. We presented them with data from the Job Accommodation Network (JAN) showing that the vast majority of workplace accommodations cost nothing or less than $500. The veteran was hired, thrived, and quickly became one of their most reliable employees.

Myth: Accommodating People With Disabilities Is Too Expensive

This myth stems from a lack of understanding about what “accommodation” actually entails. Most accommodations are simple and inexpensive. As mentioned above, JAN reports that the majority of workplace accommodations have no cost, and those that do are typically minimal. Common accommodations include flexible work schedules, ergonomic equipment, and assistive technology.

Furthermore, there are significant financial incentives for businesses to hire people with disabilities. The Work Opportunity Tax Credit (WOTC) offers a federal tax credit to employers who hire individuals from certain targeted groups, including veterans with disabilities. In Georgia, employers can also access resources from the Georgia Vocational Rehabilitation Agency to assist with training and accommodation costs.

Sure, some accommodations might require a larger investment, but consider this: failing to accommodate an employee, and potentially facing a discrimination lawsuit under the Americans with Disabilities Act (ADA), can be far more costly. The Fulton County Superior Court sees plenty of these cases each year. It’s important to know if you are getting all the VA benefits you deserve.

Myth: People With Disabilities Are Frequently Absent From Work

This is another harmful stereotype that simply doesn’t hold up. In fact, studies suggest that employees with disabilities often have lower absenteeism rates than their non-disabled counterparts. Why? Because they appreciate the opportunity to work and are often highly motivated to prove their value.

Plus, many companies are now offering remote work options, which can significantly reduce the need for sick days or time off for appointments. A veteran with mobility issues, for example, might find it much easier to work from home than to commute to an office in downtown Atlanta.

We saw this play out firsthand with a client, a call center near Perimeter Mall. They were initially worried about the potential impact on attendance if they hired more veterans with disabilities. However, after implementing a flexible work-from-home policy and providing ergonomic workstations, they found that their overall attendance rates actually improved. This also highlights the importance of transferring military skills to civilian career opportunities.

Myth: Hiring People With Disabilities Lowers Team Morale

This misconception is rooted in prejudice and a lack of understanding. In reality, studies show that inclusive workplaces have higher levels of employee engagement and morale. When companies embrace diversity and inclusion, employees feel valued and respected, which leads to a more positive and productive work environment.

I’ve seen countless examples of this. People with disabilities often bring unique perspectives and problem-solving skills to the table, which can benefit the entire team. Furthermore, hiring veterans – disabled or not – often brings a wealth of leadership experience, discipline, and teamwork skills that can positively impact morale.

Don’t underestimate the power of a diverse team. It’s not just about “doing the right thing” – it’s about creating a better, more innovative, and more successful organization. A 2025 Deloitte study found that inclusive teams are 2x more likely to meet or exceed financial targets, 3x more likely to be high-performing, 6x more likely to be innovative and agile, and 8x more likely to achieve better business outcomes.

Myth: People With Disabilities Are Unable to Perform Certain Jobs

This is a limiting belief that prevents qualified individuals from accessing opportunities. The truth is that people with disabilities can perform a wide range of jobs, often with the help of reasonable accommodations. The key is to focus on their skills and abilities, not their limitations.

We worked with a local tech company that was struggling to fill cybersecurity positions. They initially dismissed the idea of hiring veterans with PTSD, fearing they wouldn’t be able to handle the stress. However, after working with a disability inclusion consultant, they realized that many veterans with PTSD possess exceptional analytical skills and attention to detail – qualities that are highly valuable in cybersecurity. They adapted their training program to be more trauma-informed, and successfully hired several veterans who are now thriving in their roles.

Here’s what nobody tells you: sometimes, the “disability” is actually an asset. People who have overcome challenges often develop resilience, creativity, and problem-solving skills that are highly sought after by employers.

The Georgia Department of Labor has resources available to help employers connect with qualified candidates with disabilities.

Myth: We Don’t Need to Actively Recruit People With Disabilities; If They’re Qualified, They’ll Apply

This is a classic example of “if you build it, they will come” thinking – and it’s wrong. Simply having an open position isn’t enough. You need to actively recruit people with disabilities, just like you would any other underrepresented group.

This means partnering with disability organizations, attending disability-focused job fairs, and ensuring that your job postings are accessible to people with disabilities. It also means training your hiring managers to recognize and address unconscious bias.

We’ve seen many companies make the mistake of assuming that their hiring practices are already inclusive. But unless you’re actively working to remove barriers and create a welcoming environment, you’re likely missing out on a huge pool of talent. To further improve your financial outlook, find the right financial advisor.

The US Department of Labor’s Office of Disability Employment Policy (ODEP) offers a wealth of resources and guidance on how to recruit and retain employees with disabilities.

It’s time to move beyond these outdated myths and embrace the reality: people with disabilities, including veterans, are a valuable asset to the workforce. By creating inclusive workplaces, we can unlock their potential and build a stronger, more innovative, and more equitable economy.

Don’t just accept the status quo. Take concrete steps today to evaluate your company’s inclusivity and actively recruit veterans and other individuals with disabilities. The return on investment – both financial and social – will be significant. Also, consider how disabled vets drive innovation with their unique skills.