How to Recruit People With Disabilities

May 20, 2014 4:20 pm

By Barbara Frankel

How to Recruit People With Disabilities

Photo by Shutterstock

1. Cultural-Competence Education

Ensure your recruiters, hiring managers and staff are educated and culturally competent about people with disabilities. If you have an employee resource group for people with disabilities, make its members an active partner in this process. Use our Meeting in a Box tool to teach them before you start the recruitment process.
Meeting in a Box: National Disability Awareness Month

2. Best Practices in Inclusivity

Recognize which companies do this well and learn from them. DiversityInc’s Top 10 Companies for People With Disabilities all utilize best practices that have demonstrated progress in hiring, retaining and promoting people with disabilities, such as having a website inviting to job applicants and having reasonable accommodations during the hiring process.

The No. 1 company on that list, EY, has developed guidelines for hiring and working with people with disabilities. Another company on this list, AT&T, has an Advisory Panel on Access & Aging to guide its accessibility efforts in recruitment and in the workplace.

The DiversityInc Top 10 Companies for People With Disabilities

3. Have Resource Group for People With Disabilities

If you don’t yet have a resource group for people with disabilities, consider starting one, as they are valuable resources in finding, on-boarding and developing talent. If you have an established group, ensure its members are in the loop about your recruitment and on-boarding processes.

How Can We Start Resource Groups Based on Disabilities?

4. Publicize Community Support

If your organization has philanthropic ties to leading disability organizations such as USBLN, The Viscardi Center or NOD (National Organization on Disability)—and/or has a commitment to hiring suppliers with disabilities—make sure these efforts are publicized and easy to find on your website.

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