A range of factors come into play that can create budgetary constraints around disability hiring, but when businesses understand the logic behind reaching out to this community of professionals, then investment in this area becomes that much easier to secure.
A strong employer brand is an important part of any business, but when it comes to attracting and retaining professionals with disabilities, successfully positioning your company to speak directly to this community can pay off immensely.
In order to compete in today's candidate driven job market, companies need to understand how to successfully attract and recruit the brightest talent from the largest segment of the workforce: millennials. Through effective use of both technology and branding, you can position your company as the employer of choice for millennial talent with and without disabilities.
Employee Assistance Programs have been around since the 1970's, and although they have been widely adopted by small and large companies, many employees don't take full advantage of them. What exactly can these free services support you with as an employee with a disability?
Technology has dramatically changed our lives and new developments and capabilities are being created faster than ever before. A lot of these new technologies function as assistive technology, benefiting thousands of people with disabilities around the world. And with an ever expanding life expectancy, the population of people with disabilities will only continue to expand also. We take a look at some of the most exciting technology and what it means for individuals with disabilities today.
Have you heard of the new 'Ban the Box' initiative? It's aim is to improve ex-offenders employment opportunities, which have been bleak for many years. This could also be good news for some people with disabilities in improving their employment prospects.
Why is the employment rate for students with disabilities lagging so far behind that of students without? While there is no quick fix to this dilemma, there are institutionalized obstacles that should be addressed within college and university career centers, disability services and employer relations. Here are some practical changes that could potentially have a real impact on employment rates for students with disabilities.
As a jobseeker, there are three benchmarks you can use to measure the effectiveness of a prospective employer’s work diversity record and inclusion efforts.
Of course, many organizations intend to put their diversity values into day-to-day practice so they can effectively integrate qualified people with disabilities into their workplaces. Most have good intentions. But actual practice doesn’t always follow intent.