Design Delight

The Return on Disability Design Process

With The Return on Disability Design Process, companies gain access to a roadmap and "on-shelf" execution that transforms the uncertainty surrounding disability into an opportunity to attract customers and talent while focusing on value creation for shareholders.

Step 1 - Start with Independent Observations

Your learning journey begins with specific insights about how people with disabilities interact with your products, services and existing employee infrastructure.

To ensure that our clients maximize customer reach and revenue generation, The Return on Disability Group seeks to understand the demands of customers with disabilities and those closely linked to this market. Our Lead User Insights product suite is the first process offered globally to capture insights on those demands for non-traditional markets. This consumer knows what she wants - we ask her and deliver answers that shape her future experience with your brands.

Using independent data gathering methods such as “secret shopper” and applying for jobs, we test what is really impacting prospective employees and customers relative to disability. We do not use "self-surveys".  Each engagement begins with our team sharing your company’s observations, identifying gaps, and sharing our recommendations on the best path forward to maximize shareholder value.

Step 2a - Consumer-focused Design and Execution

While most of the talk in disability markets is focused on Talent, the bigger opportunity is in attracting Customers in disability markets to grow revenue. Touching 73% of your consumers, disability is the second largest global market behind women. Aside from sheer size, insights from disability use cases are proven to delight core users and have material impact on top-line growth. Your customers are demanding a better experience – strive for delight.

Return on Disability delivers:

Step 2b - Talent-focused Design and Execution

As firms struggle to hire people with disabilities, success boils down to one thing – be attractive to the right talent.

Our philosophy is simple: outsourcing talent acquisition and employee engagement to charities and government agencies is not effective because they do not represent or understand the vast majority of talent with disabilities. Firms must build the capacity in house to “fish in the right talent pools” and be attractive to the best candidates that happen to carry the identity of disability. Corporate muscle must be built in employer branding, talent sourcing, recruiting, and effectively engaging current employees so that they bring their best to work – every day.

Return on Disability delivers: