People with disabilities ages 16-64 still maintain a substantially higher unemployment rate than those without a disability — 17.4% as of last month, more than one-third higher than unemployment for people without disabilities. In February, before the pandemic’s intensification in the U.S., unemployment for people with disabilities was at 7.3%, over twice the national rate of 3.5%.

An arguably even more powerful indicator of these employment disparities is labor force participation, as the unemployment rate only accounts for those who are jobless, actively seeking work, and available to take a job. U.S. Department of Labor data shows that as of last month, only 34.4% of working-age people with disabilities participated in the workforce, compared to 76.2% of people without disabilities.

At the same time, the pandemic presents an unprecedented opportunity to optimize the workplace and increase employment opportunities for people with disabilities. It is likely that many companies will continue to work at least partially remotely. Further, it is estimated that over half of U.S. workers hold jobs that could be performed outside of the office to some degree. Global Workplace Analytics found in its recently published Global Work-from-Home Experience Survey that 80% of the workforce wants to work remotely at least part of the time.

By continuing to allow remote work, companies could reduce overhead costs, and in hiring more people with disabilities, they could simultaneously increase revenue. Accenture’s 2018 study, ”Getting to Equal: The Disability Inclusion Advantage” revealed that on average, a group of 45 companies, which stand out on the employment and inclusion of people with disabilities, had achieved 28% higher revenue, double the net income, and 30% higher economic profit margins over a four-year period than 95 comparable companies that were less inclusive.

What, then, holds companies back when it comes to hiring more people with disabilities? It often comes down to concerns over the anticipated cost of accommodations. In a physical office environment, companies’ perceptions surrounding the cost of accommodations do not align with reality. Nearly 60% of accommodations for people with disabilities actually cost nothing, and the remaining accommodations typically cost only $500 per employee, according to a study by the Department of Labor’s Job Accommodation Network. Additionally, many of these costs no longer exist in a virtual work environment. Simply put, there are no excuses for failing to hire people with disabilities.