How Old National Bank unlocks the power of disability inclusion

By Corliss Garner
Chief Diversity, Equity & Inclusion Officer

What if your business gained access to a largely untapped talent pool of qualified candidates who are hungry to work? This is precisely the competitive advantage that is available to any organization that embraces disability inclusion and actively seeks to hire individuals who are living with a disability.

According to the U.S. Department of Labor, there are more than 18.5 million people of working age in the United States with a disability – and just 56% of them are employed! When you consider that the overall unemployment rate in the U.S. is 3.8%, it stands to reason that there are millions of eager, qualified job applicants whose only barrier to employment is their disability.

At Old National, we recognize that welcoming individuals living with a disability into our workforce makes us a stronger, more successful company. This is why we established a mentorship program (which I will touch on later in this article) that helps identify job candidates living with a disability. It’s also why Old National is so proud to be considered a “Best Place to Work for Disability Inclusion” by Disability:IN.

A look at the evidence

How does employing people living with a disability make an organization stronger? Consider the following.

• A groundbreaking study by Accenture and Disability:IN called “Getting to Equal: The Disability Advantage” identified 45 companies whose inclusive approach qualified them as “disability inclusion champions.” The study found that these companies were twice as likely as non-champion companies to have higher shareholder returns than their peer group.
• Hiring individuals living with a disability also creates a competitive advantage in the race to secure capital. Bloomberg estimates that ESG-related assets will reach $50 trillion by 2025. Companies with a well-established and well-documented approach to seeking out and hiring people living with a disability are likely to be more attractive to such ESG-minded investors.
• Finally, we know that potential customers are paying attention as well. In an April 2023 Morning Consult survey, 84% of respondents reported having a more favorable impression of companies that are inclusive of people living with a disability in their advertising/marketing efforts, and 80% said they would likely do more business with these companies.

So, what is holding some companies back?

Some employers may be nervous about hiring a candidate living with a disability due to the potential cost of accommodations (such as a modified office area or custom computer equipment). If you fall into this category, I am pleased to report that the U.S. Department of Labor found that 60% of all disability accommodations don’t cost an employer anything. And when there is a cost involved, it averages just $500.

Another common hurdle to disability employment is the concern that someone with a disability won’t be able to do the job. In reality, our experience has been that individuals living with a disability tend to be incredibly motivated to exceed expectations and anxious to prove their worth to an organizations and brings a lived experience to the workplace that offers unique perspectives and differentiated skills to bolster innovation. Yet another potential barrier is fear of the unknown. As an employer, I may be concerned about how others on the team will react to someone living with a disability. What if someone inadvertently says the wrong thing? Or what if working alongside someone living with a disability makes others uncomfortable?

Part of being an inclusive company is admitting that these fears and concerns exist and addressing them head-on. One of the ways you can accomplish this is by instituting programs and initiatives that not only benefit those with disabilities but also educate others. Which leads me to two programs Old National has put in place.

Abilities First Impact Network and ‘Achieve Ability’

Old National has two programs that were designed to create opportunities for individuals living with disabilities while also helping to increase disability awareness and cultural competence throughout our workforce.

• Our Abilities First Impact Network is an employee network group that meets regularly and looks for ways to share their knowledge and experiences with others in the company. Members of this Impact Network promote an inclusive work environment by increasing awareness of the needs of those with disabilities and by providing an educational forum on disabilities for their fellow team members.
• Secondly, our Achieve Ability program offers a unique approach to mentorship that matches individuals with physical disabilities who aspire to enter the workforce with experienced Old National leaders. This mentee-mentor relationship benefits everyone involved as our mentees learn about the world of work, our mentors grow in their understanding of individuals with disabilities, and Old National gains the opportunity to offer mentors full-time employment at the end of their one-year cohort.

The Bottom Line

In today’s highly competitive work environment, one of the most significant ways any organization can move the needle on performance – and create a more engaged and inclusive work environment – is through a commitment to disability employment. This approach has helped make Old National one of the strongest and most successful regional banks in the Midwest, and I am confident it will transform your organization as well.