Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation.
We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.
Attracting Employees with Disabilities
Best Practices
- Use accessible job application software or provide alternate formats
- Write job descriptions in clear, concise language and explain special terminology
- Include disability representation on website and in marketing materials
- Include disability language in your Diversity & Inclusion statements
- Diversify where you are posting the jobs
- Invite candidates to request accommodations as needed, either through a statement in the job advertisement or follow-up email
- Consider physical requirements in job descriptions (lift XX weight, stand, reach)
- Promote flex/remote work as a candidate attraction tool
Business Benefit
Stronger Talent Pool: Businesses that embrace disability inclusion gain access to a wider range of qualified candidates. By focusing on skills over stereotypes, they tap into a valuable talent pool that might otherwise be overlooked.
How Do I Do This?
I’d love for you to get in touch to chat about how I may be able to help you implement these best practices!
I also have a project in the works for you to learn more about implementation – coming for National Disability Employment Awareness Month (NDEAM) this year.
Sign up below if you want to be the first to hear about it!