Employers can look to local financial incentives to help pay for accommodations if concerned about costs. Other positive workplace effects of accommodations include: greater perceived organizational support, commitment, morale and satisfaction, and decreased turnover, with the greater benefits seen when peers and colleagues assume supportive roles as well.

University of Notre Dame

Policies all over the world indicate the requirement for employees to provide accommodations given reasonable need. However, many employers still hold hesitations about the value of accommodations given the consideration of productivity benefits versus cost to business. These reservations are often overstated, as shown by conducted research depicting relatively low accommodation costs, if any, when needed. 

Selection Concern #3: The Cost of Accommodations

Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., &amp; Martin Ginis, K. A. (2019). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35(2), 135–158. https://doi.org/10.1007/s10869-018-9602-5 

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

- There is an estimated $40 in savings for every dollar spent on accommodations.
- Monetary benefits of accommodations equalled or exceeded the expense two-thirds of the time.
- In a survey by JAN, 89% of respondents reported successful employee retention, 72% indicated increased productivity, 56% reported greater attendance, and 38% reported saving money in insurance costs.

Data Concerning the Cost-effectiveness of Accommodations (Selection Concern #3)

Additional Accommodation Benefits. (Selection Concern #3)

Lower accommodation costs are associated with early provision, with costs increasing significantly over time. Notably, accommodations are frequently requested by people without disabilities. Furthermore, the cost for accommodation is no different for both those with disabilities and those without, which means offering such provisions would serve to benefits both groups. Costs are indeed higher when accommodations are not provided (for instance, through the replacement of a “more qualified” employee).

Comparison of Accommodation Costs (Selection Concern #3)

Providing accommodation is understandably intimidating, especially considering the need for trial-and-error, due to unanticipated difficulties and needs for adaptation before finding the most appropriate one best suited for the individual in need. Resources are available concerning the best accommodations procedures. Furthermore, there is a displayed need for better training methods in terms of addressing accommodation issues.

Implications of Selection Concern #3

Further research needs to be done on ways to make the accommodation process more effective. One option is the "early and often” accommodation process, in which initial changes are made and improved regularly, which allows for the need to be met immediately and changed as needed. Alternatively, a “one and done” process could prove to be more costly.

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