A Definition

The UK Disability Discrimination Act (DDA) defines a disabled person as someone with "a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities."
The employment provisions of the DDA apply to employers with 15 or more employees.
(Further information is available at "www.disability.gov.uk". )

So, whether you are looking at disability because you are being obliged to, or because you already really want to, don't forget that  "Disabled employees can be a valuable asset of any organisation".

A Challenge

The one-off cost of adapting premises for loyal disabled staff can be lower than the recruitment costs / fees for higher turnover non-disabled staff!

There are friendly, polite, willing and capable people near you who would get personal satisfaction from doing those jobs other staff dislike!

The Hidden Factor

Some disabilities are very hard to spot!  Can your organisation use someone who will not touch desks, filing cabinets, copiers, documents, phones, keyboards, door handles, lift buttons without first using an antiseptic spray, who won't shake hands, wears gloves in all weathers, will not eat in canteens, pubs or restaurants with colleagues or visitors?  They may be suffering from an Obsessive-Compulsive Disorder (OCD) and
may also fail to disclose this on a job application, claiming that they did so to combat unfair discrimination.
Would your organisation pick this up at an interview?

The Down Side

Sometimes, disabled people, just like non-disabled prople, can have significant hidden problems!
Anyone, however impressive their performance at selection interviews, may have a problem with excessive drinking, illegal drug taking, dishonesty, laziness, racial, social, class, political prejudice, ageism or sexism.

However, some disabled people can also harbour a deep resentment about the cause of their disability, such as a car crash or an assault.  This resentment can become so obsessive that it threatens their successful employment!  You must, therefore, identify the strengths, weaknesses, opportunities and threats associated with ALL recruitment.

If you learn to understand and manage negatives, you may find they are outweighed by positives.