Building a positive company reputation and fostering a healthy workplace environment.
Workplace inclusivity leads to increased employee morale.
Enhanced access to a diverse talent pool and reduction of exclusion based on surface-level appearance.
Job Postings and Application Documents
When providing your posting to websites, here are a few general tips to follow:
Ensure that your job posting is clear and easily readable. Be concise when describing work duties, qualifications, and expectations. Provide explicit details and avoid vague or generic wording.
Focus more on the content of the cover letter and resume rather than the style or initial impressions.
Consider having a pre-screening conversation before proceeding with an actual interview. Clearly communicate the steps and purpose of this conversation.
Evaluate the user-friendliness of the online application you are using. Does it require troubleshooting? Complicated online application processes can discourage potential talent, so it's important to address this aspect.
Considering revising the interview process
For many individuals the traditional interview process may not be fully beneficial for individuals who identify with disabilities such a verbal, cognitive or social. Considering the following formats below can help show case individuals strengths and seeing how they align with job posting and company. It can be helpful that when an employer reaches out to individual for interview to ask if there any accommodations that individual may require to ensure an engaging interview process for both individual and employer.
Virtual or in person – For individuals with immune conditions or social anxiety, a virtual space may be preferred.
Job Shadowing – Rather than sticking to a seated interview question, seeing hands action and communication from person can be more beneficial to show individuals skills. Puts the focus more on abilities and actions rather than just words.
If they have provided references in application, sometimes following up with them first can be helpful to get an overall sense of the individual and work ethic before interviewing itself.
Give healthy time allowances for questions and discussion, interviews are stressful and sometimes it gets the better of the persons nerves. So, allow time for silences before person responds or transitioning between questions.
Ask collaborative questions to get a sense of how to make sure the individual is successful for the role. Remember an employer cannot make an individual disclose a disability but there are questions to consider asking to help best support in the role. What do you need to be successful in the role? Are there any challenges you can see with coming into this role or company?
Some individuals may ask for questions or questions themes in advance to ensure that can provide strong answers.
Hiring and Retention
Recognize that accommodations discussed during the hiring process may require updates and periodic check-ins throughout an employee's tenure in the position.
Foster ongoing conversations about employees' career goals, accomplishments, challenges, and progress. Set aside time for feedback.
Avoid tokenism. While many employers strive for inclusivity and diversity, it's important to ensure that individuals do not feel limited or pigeonholed solely based on their representation. Appreciate the diverse strengths individuals bring to the role and team.
Respect the personal identity and preferences of individuals with disabilities. Some may be open to serving as role models and advocates, while others may prefer not to. Some individuals may fall somewhere in between. Always be mindful and check in.
Provide mentoring and peer support from colleagues who have disabilities or accommodations and are willing to collaborate with new employees who have disclosed their needs
If you receive additional context about a person's disability and accommodations, the resources below can be helpful in understanding the diagnosis or symptoms and determining the appropriate support for the individual.