Guest Blog: How Employers Can Better Ensure Inclusivity in Their Hiring Process
Why is disability employment awareness important to the business community at large and how can employers better ensure inclusivity in their hiring process? What do you think employers overlook or often get wrong in helping those with disabilities find jobs?
The Americans with Disabilities Act (ADA) was signed into law in 1990 modeled on the Civil Rights Act of 1964 and the Rehabilitation Act of 1973; the ADA is the most comprehensive disability rights legislation in history. Its employment provisions prohibit discrimination in job application procedures, hiring, advancement, termination, compensation, job training, and other terms, conditions, and privileges of employment.
Despite the number of Laws, Acts, Amendments, etc., we must ask the question: are today’s employers really any better at ensuring the inclusion of people with disabilities in their hiring and retention processes?
One cannot begin to understand how important disability employment awareness is until we look at the number of people who have a disability. Sixty-One (61) million American adults, or 1 out of 4, have a disability. Our society is enriched with their valuable contributions as they continue to share their individual talents; unfortunately, not all employers recognize and embrace this.
Some of the greatest barriers people with disabilities encounter are the stereotypes, prejudices, and unconscious bias potential employers and coworkers may have toward them. Stereotypes and misconceptions must be acknowledged and addressed appropriately, thereby creating attitude and behavior change that enables all employees to work to their maximum potential.
Building a diverse team includes individuals of all races, gender identities, ages, sexual orientations, and other background traits; however, this must also include people with disabilities. To be inclusive of every candidate, it is essential to design a hiring process with careful thought and consideration to ensure it is accessible to all candidates. Employers that do this well show improvement in productivity, creativity, and employee relations and catalyze the overall growth of the business in terms of financial strength and a more diverse and equitable work force.
Over the years I have found that many employers are often scared or feel there is a “liability” associated with hiring people with disabilities. I would encourage all hiring committees/authorities to ask what an individual needs to be successful in a particular role rather than automatically assuming complexity. Job accommodations or modifications may be necessary but can often be simple and at a low or even no cost at all. A study done by the Job Accommodation Network found that 59% of people hired required no additional costs for accommodation needs. Of those who did, the typical one-time expenditure by employers was $500 – nothing compared to the benefits gained by the company.
In honor of Disability Employment Awareness Month (NDEAM) I encourage you to be aware of the misconceptions, ask the important questions, utilize resources, and make conscious decisions. It is time we focus on abilities rather than disabilities!
Meet Our Guest Blogger
Mia Zafarino, MS, CRC,
Vocational Rehabilitation Specialist