4 Tips for Hiring People With Disabilities

Human Resource Minister Datuk Seri M. Saravanan has urged large corporations to create more job opportunities for people with disabilities.

He stated that the ministry was partnering with numerous large corporations to help generate employment prospects for the group, per the government's goal of ensuring that no one is left behind.

People with disabilities are becoming recognised as a source of engaged, motivated employees as employers face a talent war and a shortage of qualified professionals in many sectors.

Based on an Accenture 2018 white paper on accessibility, companies that successfully integrate candidates with disabilities have 28% more revenue and two times higher net income.

Employers can use many of the methods developed for diversity and inclusion initiatives to attract and hire people with disabilities. Check out the following five strategies for improving inclusion:

1. Reassess your hiring process

Numerous potential obstacles in the recruiting process prevent people with disabilities from applying. Complicated application forms, for instance, can be intimidating to persons with learning difficulties, whereas others find attending in-person interviews unsettling.

It is critical to assess your recruitment procedure to attract people with disabilities to your job openings. After all, if you don't review your recruiting process, you can be passing up on some outstanding talent.

Add alternative methods of application and interview to accommodate a broader range of people. Allow applications in writing or video and in-person or virtual interviews. If you're unsure what will work best for the individual, just ask them.

2. Share others' stories

One of the most significant things disabled applicants want to know is that the organisation already employs disabled individuals, thus, personal experiences can help you share your message effectively.

Personal stories are one of the most impactful ways to recruit disabled applicants to your organisation, providing them with the final push they need to apply.

Solicit tales from disabled employees to use on your website, brochures, social media, and job descriptions.

3. Make your intentions known

It is pointless to discuss your readiness to hire disabled candidates amongst yourselves; you must inform others of your intentions.

Taking action by marketing your readiness to recruit disabled people can go a long way toward attracting applicants who might not have applied otherwise. Simply stating your intentions can go a long way toward recruiting more impaired candidates.

Among the ways to promote are to post about your intentions on social media and write "we accept applications from people with disabilities" in job ads.

4. Prioritise accessibility

Although disabled access, including ramps and lifts, is essential for those who use walking sticks and wheelchairs, it is also vital to recognise not all disabilities are physical.

Disabled people with neurodivergent conditions like dyslexia, ADHD, and Autism Spectrum Disorder may find it difficult to process bright lights, loud noise, and heavy patterns on office walls.

Reduce the amount of decor, provide access to quiet rooms, noise-cancelling headphones, typing aid, and natural lighting. These are just a few ideas to get you started.

Bonus tip: Share disability inclusiveness as an organisational value

Every workplace should value disability inclusion. However, not everyone does.

To recruit people with disabilities, you must communicate that disability inclusion is an organisational value at your company.

It's simply the proper thing to do to develop and promote disability inclusion as an organisational value; it's not just a strategy to get more disabled applicants to apply.

Employees who feel respected and supported will do their best work and feel empowered to reach their full potential. Establishing disability-inclusive workplace benefits both the people who work there and your organisation.

Speak with your HR department about increasing disability inclusion in the workplace. Interview disabled staff and ask how you can improve. Listen, learn, and demonstrate that you care.

Your role as a recruiter and employer is to provide meaningful professional opportunities to everyone, including people with disabilities.

Making your organisation more appealing to disabled prospects will not only introduce it to a new pool of talents but also position your organisation as one that values what is most crucial: people.

Source: DiversityQ