Disability as a Competitive Advantage: Transforming Business Through Inclusive Hiring
When Kevin McCann discovered at age nine that he would need assistance to walk for the rest of his life due to cerebral palsy, he embraced a powerful philosophy: “Everyone’s portrait of success is different.” This mindset would later become the foundation of his work advocating for inclusive employment practices across industries. In a recent Fit to Grit podcast conversation, Kevin shared invaluable insights about how businesses can transform disability into a competitive advantage.
After graduating with a journalism degree, Kevin faced rejection from ten consecutive news directors who viewed his disability as a liability rather than recognizing his qualifications. This experience prompted him to become an advocate for inclusive employment, now speaking to businesses about building inclusive cultures with minimal effort. The irony isn’t lost on him—organizations now pay him to tell the story that others once rejected. This transformation illustrates perfectly how perceived limitations can become unique strengths in the right environment.
Kevin’s approach centers around what he calls the “Three C’s”: Culture, Commitment, and Connection. When advising businesses, he emphasizes the business case for hiring people with disabilities, noting that 63% of people with disabilities don’t require accommodations at all, and 80% of accommodations cost less than $500. Beyond these practical considerations, he highlights how people with disabilities bring increased innovation, productivity, and resilience to organizations. “Hiring someone with a disability isn’t charity,” Kevin emphasizes. “It allows you to create a competitive advantage over your competition.”
The fitness industry presents particular opportunities for inclusive hiring. Kevin, who describes movement as “medicine,” explains how routine and structure are beneficial for many people with disabilities—qualities that align perfectly with fitness environments. Positions like membership engagement representatives can help gyms expand their clientele, especially considering that 92% of consumers support businesses that hire people with disabilities. By placing people with disabilities in front-facing roles, fitness facilities signal their commitment to inclusivity while simultaneously attracting new members.
Leadership positions represent another opportunity for meaningful inclusion. People with lived experiences of disability can help organizations identify blind spots in their operations and develop more effective systems. Kevin shared an example of a person with a disability who, with simple accommodations like labeled storage systems, went on to win Employee of the Year at McDonald’s. “It’s all about making systems and processes more efficient and effective,” Kevin notes. “The most effective way you can do that is to have a diverse workforce.”
Perhaps most importantly, Kevin emphasizes that inclusion is fundamentally about commitment. “Culture equals commitment,” he states. “You have to commit to forming a culture.” For businesses looking to create more inclusive environments, this means being intentional about hiring practices and accommodations and creating systems that enable diverse talents to thrive. The return on investment comes naturally when organizations commit fully to building inclusive cultures.
As Kevin eloquently puts it, “Inclusion is the gateway to independence.” For fitness facilities and studios looking to expand their reach, improve their operations, and create meaningful community impact, inclusive hiring practices offer a pathway forward that benefits everyone involved. By recognizing the unique problem-solving abilities and perspectives that people with disabilities bring to the workplace, businesses can unlock new potential and create truly transformative environments.
