In late 2013, GettingHired conducted a survey of 328 job seekers with disabilities. The results reveal several areas where employers that hire people with disabilities could improve.
40% of candidates with disabilities are frustrated by employer workplaces that are not accessible.
This doesn’t mean that forty percent of workplaces are not accessible, but it does imply that nearly half of people with disabilities (PWD) have encountered a workplace that is not accessible. Employers should make improvements to accommodate PWD if they sincerely want to attract them to their companies.
54% of job seekers with disabilities rate “diversity/disability friendly environment” as the most important factor when choosing a new job.
Unfortunately, many candidates encounter employers that are not disability friendly. Less than half of job seekers with disabilities feel welcomed by potential employers, which explains the frustration towards workplaces that are not disability friendly. Employers need to examine every aspect of their workplace for disability friendliness, including the physical layout/accessibility, job postings and marketing and the existing people they employ.
68% of candidates with disabilities feel that employers do not treat candidates with and without disabilities equally.
Making potential employees feel welcomed is the first step towards demonstrating disability friendliness. Candidates highlight interview training as a significant area that employers need improvement. Almost 60% have felt discriminated against by potential employers. Almost half say there is a lack of employer training on how to approach or interview candidates with disabilities. Almost sixty-percent have felt discriminated against by potential employers and thirty-five percent have had a hiring manager ask an illegal or unethical question. Employers or interviewers that fail to welcome candidates with disabilities may take it a step further to discrimination.
78% of job seekers with disabilities are frustrated with little to no response from employers after they have applied to a job.
Of those who heard back after applying and actually interviewed, sixty three percent are then frustrated with the lack of response from employers after the interview. In all fairness, the frustration with lack of communication from prospective employers occurs for all job seekers, not just candidates with disabilities. This is one area where making improvements will impact a greater population of people. Because most of the job application process is automated, communication between the candidate and prospective employer is limited. Simply sending an automated response to applicants helps them feel better. At the very least, employers should make a sincere effort to stay in touch with applicants they’ve interviewed. Taking it a step further and providing them feedback on the interview will increase the candidate’s chances of securing a position and will increase the favorability of your employer brand in the marketplace.