A common barrier to inclusive hiring, especially for the middle and higher positions, is the narrow definition of what experience or educational background would make someone an attractive hire. If you’re looking for someone to lead a particular division, and you’re only looking at people who have experience in that aspect, then you are merely perpetuating a system that is exclusive, not inclusive. Inclusive hiring is the capability for leaders to recognise that experience and education are not the only indicators of potential. Individual capability should be considered as well.
The composition of your workforce speaks to your company’s identity. It tells your customers, employees, and other stakeholders that your organization cares about diversity. — Dave Power
Creating a diverse work environment starts with inclusive hiring practices. Great candidates can get skipped over during the hiring process if you are not protecting against biases. There are ways to bias-proof your hiring process and allow all candidates to get in the door.
In today’s article, we look at a few tips for inclusive hiring.
1. Building Awareness at Your Organization
Awareness is the first step in learning how to attract and retain employees. Diversity is already on the radar of hiring managers and recruiters. However, top executives who hold large amount of influence need to be more aware of the challenges faced by job seekers who have disabilities (Source: Power). For that to happen, HR professionals, hiring managers, and consultants can help senior leaders become more attuned to the needs of certain populations.
2. Recognizing Potential Barriers
Inaccessible online information is one obstacle and this is especially so for blind applicants. However there are technologies that allow visually impaired people to access online job postings. By utilising accessibility tools or approaching consultants to provide solutions, companies can make their online information accessible to all.
3. Navigating the Physical and Relational
Companies can become better at increasing opportunities for those with different abilities. Job postings that are suitable for employees with limitations can be made available to them. Furthermore, companies can navigate relational issues that might arise when an employee with a disability is hired to join an existing team. Sensitivity training can be conducted to establish protocols in advance that will put everyone more at ease.
In the food delivery industry, Grab, Deliveroo and Foodpanda employs riders with disabilities. While these workers are still in the minority, there are clear indications that their number is rising. Being inclusive in your hiring process – being flexible with schedules/ the disabled can attract top talent, strengthen the employer brand and build high-performance teams to generate growth.
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