For Employers
Disability Inclusion Handbook
Overview
For years you’ve likely heard about The Benefits of Diverse Teams in the Workplace, but still, many Diversity Equity Inclusion and Belonging (DEIB+) strategies have missed the mark on addressing the role of disability in diversity. Inclusion of disabled and neurodivergent talent leads to more effective problem solving and more innovative workplaces.
The Disability Community represents the largest underrepresented group globally. There is disability representation within every other minority group. It is the key to unlocking DEIB+ potential and your gateway to untapped talent. But what does hiring people with disabilities look like? How are accommodations discovered and met? What is the secret to reaching this untapped talent?
In the following content we’ll dive into what it means to be a disability inclusive employer and how to bring more diversity to your organization through the inclusion of people with disabilities.
Terminology
Disability is a simple term that encapsulates a huge diversity of thought, body movement, perceptions, and interactions. The US Center for Disease Control is more specific defining it as, “A disability is any condition of the body or mind (impairment) that makes it more difficult for the person with the condition to do certain activities (activity limitation) and interact with the world around them (participation restrictions),” To quote the World Health Organization, “Disability is part of being human.”
When discussing disability, the words we choose have an impact. The disability pride/disability justice movement uses identify first language. I.e. “I am disabled.” This is a strong and appropriate way for people with disabilities and the organizations who serve them to discuss disability. For larger organizations or those who do not identify as disabled, using person-first language is more appropriate. For example, “people with disabilities are valuable members of our organization.”
To be clear, disability is not a bad word. Disability is not a bad thing. It is a part of our human experience that, like the people who identify as disabled, needs to be treated with respect.
Being a disability inclusive employer
Disability inclusive employers are organizations that are doing more than the minimum to include people with disabilities in their hiring process, while setting them up for success long-term in their organizations. This includes understanding the full value of hiring people with disabilities, creating disability inclusive job descriptions including accommodations statements, and an accessible interview processes to start.
The value of hiring people with disabilities
A study published by the National Library of Medicine noted that, “A primary reason for the lower participation rates and underemployment of individuals with disabilities is that employers often harbor pessimistic views about the work-related abilities of these individuals.” This leaves a huge opportunity for employers!
Lately there has been a lot of talk over the years about How Hiring People With Disabilities Can Revolutionize Your Company. In 2021 Forbes published an article saying seven benefits of hiring people with disabilities. They were listed as:
- Improve your company’s bottom line
- Discover untapped potential
- Reduce turnover
- Improve company morale and overall culture
- Expand your consumer market
- Qualify for financial incentives
- Meet federal contractor requirements
Content posted by sources such as the United Nations and private studies have backed these claims up. With so much value waiting to be harnessed, there’s no time to wait.
For many employers, they’ve moved past the outdated notions of avoiding talent with disabilities but they’re not sure how to move forward. This guide provides examples of steps an employer might take in order to work towards becoming a more disability inclusive employer.
Neurodiversity in the workplace
Neurodiversity references to the presence of both neurotypical and neurodivergent ways of thinking. It is how we process information. Common types of neurodivergence include attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), dyslexia, dyscalculia, epilepsy, and many more. These different ways of processing add value to the workplace, bringing diversity of thought and problem solving.
Many who are neurodivergent may not consider themselves disabled, though most countries include it in their laws about disability. With estimates of 15-20 percent of the world’s population exhibiting some form of neurodivergence, chances are that either you identify as neurodivergent and/or you’re already working with people who do.
Given the often non-apparent nature of neurodivergence, communications may be misinterpreted causing talent to be overlooked. Offering a variety of communication styles, asking team members what they need to be successful at work, and creating workspace in which people feel free to be their authentic selves will make your workplace more inclusive.
Disability inclusive job descriptions including accommodations statements
So many of us rely on templates to help us create job descriptions quickly. Indeed’s AI Job Description Generator helps employers save time and there are key ways to make your job descriptions more inclusive to talent with disabilities.
Accommodations Statement
The cornerstone of any disability inclusive job description is giving people with disabilities clear ways to understand what is provided and how to contact the hiring team about their access needs. Clearly stating some of the standard accommodations your team is willing to supply during the process in your job description will set the stage that you’re an inclusive employer. Given that each experience is as unique as the person with a disability, no list will be able to meet all needs, so also give applicants a way to communicate their needs to the team. Since potential applicants communicate differently, this contact information should include a phone number and email address to reach out to. Your potential employee will know that you’re willing to meet their needs. Check out the Job Accommodation Network (JAN) for additional guidance.
Focus on What the Job Requires
Many templates have standard text in them about, “must be able to lift 15lbs,” or “excellent communication skills.” But does every role really need what it says it requires? Some roles may only require the person to be capable of moving their 5lb laptop. Others may require excellent written communication skills, but not need the applicant to be verbally communicative. While some roles may be very social in nature, looking for that “culture fit,” for every role may be limiting if the role isn’t required to fulfill a social need.
Hire the Skills not the Paper
For some people, their disabilities have been limiting in society all of their lives – including in educational settings. Some of the most successful people have had trouble sitting through classes in high school, or found college life daunting – but they’ve thrived in work-based training environments. Others may have gaps in work experience, or have gained skills through less traditional methods. Allowing for practical skills assessments may allow a greater number of persons with disabilities to engage with your company.
Be Mindful of Acronyms, Jargon and References
No one intends to be a gatekeeper in their job descriptions, but acronyms and jargon can create confusion for some people with disabilities. These may also screen out others who know the content by a different name – for example those who are applying for a job in their non-native language. Use clear and straightforward language to communicate what you’re looking for in your role. Terminologies can be taught, but the skills may be harder to come by!
Avoid Overly Complex Descriptions
We all want to be clear in our job descriptions but some talented prospects may screen themselves out because they cannot focus on a “wall of text” or read through too many bullets. Try to balance being clear and descriptive with being succinct in your descriptions.
Accessible interview processes
Countless people with disabilities are screened out of the hiring process due to inaccessible interview processes. For example, the common “phone screening,” is exclusionary to people who are deaf or hard of hearing, those who have difficulty speaking or are non-verbal, as well as other disabilities. Your role may not require someone to speak on the phone in their day-to-day work so why make them interview that way. Instead, allow for multiple communication methodologies to become standard parts of your interview process. For example, instead of a phone screening, how about a video interview with a chat feature?
Think about other aspects of your interview process. Do you have a set of questions all interviewees are asked? Set your candidates up for success by sending them the questions in advance. Some of your deepest thinkers will appreciate the time to give your questions ample thought. While other, anxious candidates, will appreciate you caring enough about their success to let them know what to expect.
The social, verbal, or visual aspects of your typical interview process can introduce barriers for candidates with disabilities. Success is about flexibility and giving each candidate the opportunity to shine!
Internal programs are encouraged
An organization’s best resource is its people. They know the barriers and have the power to create support systems that aid not only the individuals with disabilities, but can also enhance the business’s services and offerings. Here are a few ways you can support your disability inclusion goals inside your teams.
Internal Resource Groups
Organizations may ask ‘What Is an Employee Resource Group’ and How To Make One’? Employee resource groups are a powerful way for organizations to help their employees connect with one another and develop a sense of community. Having an internal resource group for your employees with disabilities and their supporters can create a safe space for employees to come together to discuss issues and support the business as it faces new challenges. Looking for more information? Check out our ‘Employee Resource Groups: Your Complete Guide” to find out how to utilize this methodology to set your employees with disabilities up for success.
Mentorship Programs
Getting hired is only part of the challenge people with disabilities face. Support and advancement can be hard to come by. By creating mentorship programs and encouraging people with disabilities to be mentors and mentees, you create supportive networks that help all employees thrive.
About 'Self Disclosure'
Self-disclosure, or self-identifying as disabled to an employer can be daunting and a deeply personal choice. For the job seeker, it may feel like disclosing has them suddenly being measured by the hiring-manager’s personal history with disability and not for what they are bringing to an organization.
Though striving to create a workplace where everyone is comfortable being their authentic selves, we don’t need to rely on specific disclosures to offer support. In fact, some may be more likely to disclose once trust has been built up through repeated exposure to your inclusive behaviors. Keeping focused on a culture of mutual support will help all employees, regardless if they choose to disclose their disability.
We’re here to support our disability inclusive employers
Shifting to a more disability inclusive model can be difficult to do overnight and we’re here to support you along the journey.
Set up for success
Learn more about how to be more disability inclusive with these resources:
Challenging the Status Quo: Sinéad Burke’s Journey of Disability Activism
You can also share these resources with your team.
Creating a culture of mutual support, acceptance, and appreciation for what each person brings with them to work each day can enhance your team and your client offerings.