Skills-based hiring: When businesses prioritize skills and qualifications over preconceived notions about disabilities and neurodivergence, they can identify talented individuals who might be a great fit. This talent might otherwise be missed due to unconscious bias.
Focus on potential: People with disabilities and neurodivergence are often eager to prove themselves and contribute their skills. By providing reasonable accommodations, businesses can unlock that potential and gain a highly motivated and loyal employee.
Examples of Success:
By using skills-based assessments and accessible interview formats, companies have successfully identified highly skilled candidates with disabilities who might have been overlooked by traditional hiring methods.
Workplaces that provide clear communication about available accommodations from day one have seen recruits with disabilities feel more supported and confident, improving the interview and evaluation process.
Overall Benefits:
Disability inclusion isn’t just about social responsibility, it’s smart business practice. By embracing accommodations and skills-based hiring, businesses can find a competitive edge through:
New Market Opportunities: By including people with disabilities and neurodivergence, a company can better understand and serve the growing consumer market. This insight can lead to new product development, improved services, and a competitive advantage in a growing market segment.
Stronger Employer Brand: a disorganized or biased interview can leave a candidate feeling undervalued and disrespected, potentially damaging the company’s reputation and causing them to seek opportunities elsewhere. A strong focus on morale in the interview process ensures that the company is seen as a great place to work, even by those who don’t get the job.
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