While today’s leading organizations seek to engage better with the multigenerational workforce, they also want to be more inclusive with their hiring practices to include individuals with disabilities. And with The World Bank stating that one billion people around the world represent this demographic, it’s a vital portion of the workforce into which organizations need to tap.
As a leader in disability recruitment hiring, Getting Hired is dedicated to helping companies attract, hire, and retain individuals with disabilities in their workforce. To do this, we created a list of practices and considerations for organizations as they embark on their journey to inclusive hiring:
- Include disability in your diversity recruitment strategy: With so many best practices recommended to effectively attract and hire individuals with disabilities, we find the biggest challenge employers face is knowing where to start. An experienced third-party partner, whether a disability recruiting consultant or talent solutions expert, is a valuable resource who can help you create an effective strategy.
- Audit your website for accessibility: Understanding how users with disabilities interact with content on your website is essential to being an inclusive organization. With captioned audio and video, the user experience is inclusive, and everyone in your workforce reaps the benefits. Several organizations, such as Wayfinder Family Services, Job Accommodation Network, and National Industries for the Blind, will conduct similar audits for free.
- Partner with non-profit organizations: Numerous community organizations are dedicated to building awareness and promoting the inclusion of people with disabilities in the workplace. Examples include the National Multiple Sclerosis Society, Autism Speaks, Wounded Warrior Project, and the Epilepsy Foundation, among many others. Collaborating with these organizations through career fairs, conferences, or volunteer events can improve your employer brand when these efforts are promoted.
- Provide disability-etiquette training: From recruiters to top leadership, everyone in the organization should receive disability-etiquette training. By providing an understanding of the stigmas this diverse population faces, employers can boost the comfort level and productivity for all employees.
- Make self-identification and self-disclosure easy for employees: Revealing information surrounding disabilities can be deeply personal. However, anyone considering doing so is more likely to do it within an organization that showcases their inclusion of this population and celebrates their success stories.
- Build an inclusive employer brand: When professionals with disabilities search online for their next career move, make sure your organization’s website and social media channels set the right, inclusive tone. A strong disability brand message is one that shows you take disability hiring seriously and that your organization is a welcoming place to work.
From finding and hiring talent to building an inclusive workplace, tapping into the population of professionals with disabilities requires commitment from across the organization. But in terms of employer brand strength and workforce quality, the results are well worth the effort.
Facing Workforce Challenges? Rethink How Work Gets Done
For more ways successful employers are questioning who does the work, how they acquire talent, and the nature of work itself, download our research report “The New Meaning of Talent: Adapting to the Work and the Workforce of Tomorrow.” Based on a survey of 1,000 HR decision-makers plus expertise from talent acquisition leaders, the report explores the issues and practices that are reshaping how companies approach talent and business today.
