Identifying
and hiring skilled talent is always a challenge, it is even tougher when unemployment
is at a record low of 3.8%. In this candidate-driven market, the competition is
even fiercer to identify suitable candidates. Hiring managers everywhere are
asking themselves the same question “Is
there an untapped candidate pool or solution that we have not considered?”
According to
an article in the August edition of USA
Today, the answer to this question is, yes. There is a pool of people that
often struggle to find employment, those
with disabilities or intellectual developmental disabilities.
A 2018
report by The Bureau of Labor Statistics showed “the
employment-population ratio was 19.1% among those with a disability.”
This was “in contrast to the
employment-population ratio for those without a disability at 65.9%.”
These statistics suggest that discrimination and stereotypes are still factors
in the hiring process which can lead to people with disabilities
experiencing social isolation.
The question
of why hiring managers often ignore this segment of the population has a lot to
do with making major adjustments to the workplace, and a fear of the unknown.
Fortunately,
this is changing slowly, but positively.
The trend of inclusion is gathering
pace
According to
Charisse Jones, writing for USA Today,
“institutional investors, including 15
state treasurers have called on businesses whose shares they own,” to give
precedence to hiring qualified candidates with disabilities. (https://www.usatoday.com/story/money/2019/08/12/after-8-years-what-got-her-out-house-new-job-and-respect/1511830001/)
Some of the
nation’s largest companies are making accommodations such as fine-tuning their
interview processes, posting signs in braille around their offices, and
adjusting office spaces to support new and current employees with
physical, neurological or emotional challenges.
Three ways to make your hiring
process more accessible
Make the application
process accessible for all
Hiring departments tend to assume that all candidates can type or use the
mouse without difficulty. However, this could be a barrier for some qualified
candidates.
If
someone applies that has dyslexia, or is visually impaired—does your electronic
application process have screen reader software compatibility?
Ensure your office
space has a universal design
Making a change, even a small one, can make all the
difference. Professor of Disability Studies at Stoney Brook University, Pamela
Brock (cited by Lindsey Updyke writing for Ripplematch.com), says that
companies need to ensure all their applicants share the same experience
at all stages of the hiring process, regardless of mental or physical
challenges.
Questions for employers to consider
Is your office space and location accessible for all? Consider this when coordinating your onsite interviews, showing applicants the workspace, or meeting areas. Does your office building have stairs and no elevator? Make sure that each interview is in an office or meeting room on the ground floor and easily accessible. Also, consider the accessibility of your building’s main entrance and parking.
Phone or Skype Interviews
The majority of companies first screen candidates through an
initial phone call or skype interview. This may be an obstacle for applicants
with impaired hearing. There are steps to ensure companies, do not “miss out on”
qualified talent.
Questions for employers to consider
Does your
company have TTY? TTY is a text-based
system that enables applicants that are hard of hearing to conduct a
conversation over the phone. How does TTY
technology work? The user types a message on their laptop. The individual
letters of the typed message change into electrical signals. Once the message
reaches the destination, the user on the other end of the line, the electrical
signals change back into a written message.
Salesforce using videos
as a tool for inclusion
Among the Fortune 100 Best Companies to Work For is
Salesforce, which has developed an innovative strategy to promote inclusion
among their employees and customers. Their initiative includes “4
Pillars: equal opportunity, equal education,
equal pay, and equal rights” followed by taking action.”
Salesforce realized that talking
about the issues surrounding inclusion only goes so far, what is needed is the
implementation of action-driven initiatives. As a part of their campaign, Salesforce
has created powerful emotion evoking videos that focus on the personal
experiences of their employees.
The videos feature candidate statements
that help stimulate important debates about areas often thought of as “taboo.” Dana
Brownlee’s article in Forbes.com provides the following examples:
“Sometimes you walk into a room and you just don’t fit in.”
“It feels like you’re an outsider. And it hurts to be an outsider.”
“There’s a lot of fear, and fear is a consuming emotion. Fear is a
distracting emotion.”
“I just want you to acknowledge that I exist.”
These videos enable discussions that
promote an understanding of differences and a stronger feeling of mutual
belonging.
(Salesforce scripted cited in an
article by Dana Brownlee “Workplace Inclusion: 3 Innovative Strategies For
Moving From Talk To Action” https://www.forbes.com/sites/danabrownlee/2019/10/01/workplace-inclusion-3-innovative-strategies-for-moving-from-talk-to-action/#49acc8ab746e)
Johnson & Johnson communicating
a culture of inclusion
For Johnson & Johnson communicating inclusion is
crucial to their culture and vision. At every stage of training, they accentuate
the values of diversity and inclusion. Throughout the year Johnson & Johnson
review their talent processes. Whether they are doing a goal-setting meeting,
conducting mentorship conversions between managers and staff, or a mid-year
review, Johnson & Johnson always ensures the distribution of training
resources that emphasize
inclusion and diversity. The training aims to help employees be more
inclusive of others and avoid damaging biases.
AT&T giving
credence to every voice
At AT&T there is “a true culture of inclusion where
every voice is heard.” According to Cynthia Marshall, senior vice
president, human resources, and chief diversity officer, this is one of the
reasons for the company’s success in diversity and inclusion initiatives. Part
of AT&T’s inclusion strategy over the last decade has been to develop
employee resource groups called ERGs, and employee networks called ENs. ERGs
supply support to nonprofit groups by offering education, mentoring and encouragement
to underrepresented groups including people with disabilities, generations, and
military veterans.Among the goals of AT&T’s inclusion strategies is to
provide a platform for people to share ideas and perspectives and allow
AT&T employees to learn about people from different cultures, backgrounds,
and demographics. The involvement of company leaders in these groups enables
employees to connect with mentors and role models. Marshall says that company
leadership participation and “behavior
modeling” is an essential building block to establishing
a diverse and inclusive culture.
Companies can reap
benefits from hiring people with disabilities
Research by Accenture shows that companies with solid
disability and inclusion practices outperform others, “achieving
28% higher revenue and 30% higher economic profit margins.” For
more details of this study, see the infographic below:
The Accenture study
“Getting to equal: The disability Inclusion Advantage” cited in the article “Hiring
the Disabled is Good for Business “by Duane Winiarski for TLNT Talent
Management and HR https://www.tlnt.com/hiring-the-disabled-is-good-for-business/)”
The way forward: A
culture of inclusion and diversity
Todaythere is a
paradox in the employment market. On the one hand, employment is at a record
high. On the other hand, there are still sections of the population who
struggle to find employment such as those with disabilities. Even though
society is increasingly advancing in scientific research and technological
innovation, there are still inherent biases and stereotypes to overcome.
Research from Accenture shows companies that ignore these stereotypes and
promote inclusion succeed in terms of increased revenue and positive economic
profit margins. Why don’t more companies follow the lead of AT&T and
Johnson & Johnson?
Implementing a culture of inclusion starts with the hiring
process. Professor of Disability Studies at Stoney Brook University, Pamela
Brock says companies need to make sure all applicants have the same experience
throughout the employment process from the initial screening interview to the
onsite interview. Companies that implement changes such as ensuring interviews
are on the ground floor, or technology that eases the application process creates
a feeling of mutual belonging and a place all employees want to participate.
If you are an organization with a passion and drive to
develop an inclusive culture and diversity, here are some ideas to get you
started: https://www.whatcanyoudocampaign.org/where-to-learn-more/resources-for-employers/