Workers with disabilities are known to note more minor injuries that occur (more safety-conscious). The frequency of reports could have contributed to such concerns that they are accident-prone. If workers are more disposed to work injury, it is more probable that workers with disabilities are put at risk due to unsafe workplace environments than their own behavior. That being said, workers with disabilities may have to step away from work for longer after an injury due to longer recovery. Accommodations can aid in lowering workers compensations costs if needed.

The Relationship Between Workers With Disabilities and Injuries.

Workers with disabilities are shown to be more safety-conscious than assumed, even more safe than their non-disabled counterparts. One area of safety considerations that should be made is emergency preparedness, including individualized emergency response plan for each worker with disabilities. Such plans can rely on the assistance of coworkers and should be updated with changes in work environment. 

Implications of Performance Concern #2

Research is needed to determine why workers with disabilities are more assiduous.

Research Directions of Performance Concern #2

Managers and employers have concerns that workers with disabilities increase the risk of accidents to the work place. Empirical evidence has dispelled these misconceptions, with workers with disabilities experiencing roughly the same if not better safety awareness and even a lower chance of serious injury.

University of Notre Dame

The performance management stage involves three major categories of employer concerns: the job performance of workers with disabilities, occupational health and safety behaviors of workers with disabilities, and disciplinary action and termination of workers with disabilities.

Performance Management

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

The main presumption of employers is that workers with disabilities are "problem employees" to the extent that they show less productivity in the workplace and overall other workplace issues, rooted in negative stereotypes. Instead, the hiring of employees has then been seen as a “charitable act that runs counter to organizational success or stakeholder value" (Bonnacio, 2019).

Performance Concern #1: The Job Performance of Workers with Disabilities

Performance Concern #2

Employers have concerns about handling disciplinary actions toward and dismissal of workers with disabilities for fear of mistakes with subsequent legal repercussions. Proper accommodations and feedback are necessary in these situations of low performance regardless of disability status. Termination due to such productivity outcomes can be considered discriminatory given the lack of proper accommodations. Overall there is a need for employers and such employees to work together on accommodations to prevent such miscommunications from arising.

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