We recently caught up with Jane Hatton, Founder of Evenbreak; an accessible job search website for disabled people. Jane spoke about ways in which employers can become more disability confident and went on to say "What organisations need in this new way of working is people who are used to doing things differently". One thing is for certain, the new remote way of working brings many changes and now more than ever makes searching for a new job much more inclusive and accessible for us all.
This checklist is a guide to help review your own disability recruitment, use it to map where you might need to improve.
1. ACHIEVE BUY-IN
Inclusion affects the whole business, and has to be led from the top. Leaders play a vital role in modelling best practice and creating an open and inclusive culture.
2. INVOLVE THE EXPERTS
The real experts on inclusion are disabled people themselves. Involve disabled employees, or invite disabled people to give you feedback. Employee networks are great for this.
3. INCLUSIVE RECRUITMENT PROCESS
Pro-actively attract disabled candidates; job boards like Evenbreak exist exclusively for disabled talent. Ensure you use relevant, accessible and inclusive application and assessment methods.
4. MAKE ADJUSTMENTS
Employers should offer and provide necessary adjustments throughout the recruitment process and during employment. These enable disabled employees to work effectively.
5. EXISTING EMPLOYEES MAY BECOME DISABLED
2% of people of working age acquire an impairment or long-term health condition every year. Make sure you don’t lose valuable people by being unprepared to be flexible.
6. INCLUSION AWARENESS
It’s important that all staff are trained in unconscious bias and disability awareness, and have access to resources to ensure their confidence and competence in inclusion.