What's at the heart of a truly great hiring process? A culture that's all about inclusivity. It's not just a buzzword - it's real, and it starts at the top and trickles down into every policy, value, and daily action. We're talking about creating an unspoken rule where everyone knows they matter. This is the kind of place where folks aren't just clocking in and out - they're bringing the best versions of themselves to the table. That's how you boost morale, crank up productivity, and get to the real good stuff. This is our unofficial checklist for getting it right and getting your inclusive hiring sh*t together - we are even giving you a bonus Take Action tip for each item to get you started. Let's go!
Build an Inclusive Culture
An unshakeable, inclusive culture is the cornerstone of hiring done right. It starts with decisive leadership and is mirrored in everything from company values to daily interactions. It's about fostering an environment where each individual feels seen, heard, and valued. It's a culture that invites authenticity, boosting morale and driving productivity.
Take Action:
Boost disability awareness and comprehension via targeted training.
Spark honest dialogues around disability and inclusion.
Give a standing ovation to the contributions of our colleagues with disabilities.
Get Real About Accessibility in Your Hiring Process
Let's level the playing field and ensure that every candidate, regardless of their abilities, can apply without hitting roadblocks.
Take Action:
Make sure your forms and platforms are not only compatible with screen readers and assistive tech, but they're best friends.
Offer options galore for applying - think email, phone, online, carrier pigeon (kidding on the last one).
If a candidate stumbles, be there to pick them up with assistance or alternatives.
Craft Inclusive Job Descriptions
Unlock the talent of the disability community with job descriptions that don't leave anyone in the fog. Cut the fluff, keep it real, and ditch the jargon.
Take Action:
Speak human, ditch the thesaurus. You do not need to over-corporatize your descriptions.
Lay out the who, what, where, and why of the job and what it takes to nail it.
Shout out accommodations and create a sense of welcome for candidates with disabilities.
Add an audio description when possible.
Partner with Disability Focused Organizations
Go ahead, do some hand-shaking with some disability organizations -
the path to an all-inclusive workforce is paved with strong partnerships. Teaming up with disability organizations isn't just good practice, it's smart business.
Take Action:
Strike up alliances with disability organizations, both local and national.
Rub shoulders at job fairs and networking events that champion disability inclusion.
Welcome their wisdom. Seek their feedback. They're your secret weapon to upping your inclusivity game.
Champion Inclusive Interviews
When we say inclusive, we mean everyone. Your interview process should be a level playing field that allows all candidates - disability or not - to shine.
Take Action:
Equip your interview squad with the knowledge and skills to be disability-aware and inclusive. No room for ignorance here.
Shift the focus. It's not about their disability. It's about their skills, their experiences, their potential. Anything else, you're missing the point.
Kill the stereotypes. Assuming what someone who is differently-abled can or cannot do? Stop it. If you're going to create an equitable playing field, then you have to remove anything you think you know and let the candidates guide you on their performance and potential to make your company shine!
Provide Accommodations During the Interview Process
No one likes unfair advantage, right? So, we've got to ensure every candidate gets their shot at success.
Take Action:
Pop the question: Need any special arrangements for the interview? Don't shy away from asking.
Create an inclusive environment: Sign language interpreters, captions, accessible locations - start with responding to their answer to the first question!
Bend, don't break: Video interviews? In-person access requirements met? Yes to it all, if it cannot be a yes, it can be a discussion to get to yes.
Unlock Potential, Don't Just Hire
Once you've opened a pathway to potential with a diverse hire, it's time to unlock and open the door to continuous growth through the support you provide.
Take Action:
Accommodations aren't a one-time thing. Review and refine. Make sure the workplace fits like a glove.
Growth is personal. Provide professional growth opportunities that are as unique as the individuals you hire.
Mentorship isn't just about career growth. It's about community growth. Build it. Cultivate it.
Measure and Improve Your Efforts
Elevating your game is an ongoing effort. A head-on approach to constantly evaluating and enhancing your hiring strategies is key to building a diverse and inclusive workforce.
Take Action:
Harness and dissect data related to the recruitment, retention, and advancement of employees with disabilities.
Listen to the voices of employees with disabilities. Understand their journey and pinpoint the gaps.
Keep your policies and practices in a continual state of upgrade, aligning with the highest standards and legal mandates.
We want everyone to be able to unlock the untapped power of inclusivity with these hiring strategies. Incorporate diversity and open the door to the exceptional abilities of those who are differently-abled. This isn't just about getting the best; it's about building a powerhouse team that's empathetic, inventive, and downright unstoppable.
What did we miss? Got any more exciting information to share on this topic? Feel free to contribute to this blog by leaving a comment!
Be sure to also check out this month's Authentic & Unapologetic Conversation with Savine DaCosta where we discuss her journey as a caretaker and advocate for her differently-abled son Gabriel.
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