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.
Recruiting and Interviewing Employees with Disabilities
Best Practices
- Give candidates the option to select the interview format (in person, phone, video, etc.)
- Provide accommodations for interviews (captions, sign language, etc.)
- Provide interview questions or topics in advance
- Explain the interview format and any technical requirements in advance
- Share names and roles of all interviewers
- Diversify the interviewing team
- Train recruiters/interviewers in bias, ableism
- Allow for appropriate breaks in the interview process
Business Benefit
Innovation and Problem-Solving: Diverse perspectives lead to fresh ideas. People with disabilities bring unique experiences and approaches to the table, fostering creativity and innovation in tackling problems.
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) in October this year.
Sign up below if you want to be the first to hear about it!