The modern labor market increasingly values diversity and inclusiveness. Including people with disabilities in company teams is not only an image asset, but above all a practical benefit. These people, thanks to their unique view of the world, help adapt our products and services to the needs of a wider group of recipients, including those whose limitations require special functionalities. Their everyday experiences with the products we create allow us to take into account diverse perspectives already at the design stage. In order to provide these people with a well-adapted and inclusive work environment, we must be prepared to accept them from the very first contact with the company, i.e. from the recruitment process.
How to conduct recruitment adapted to people with disabilities?
The most important thing is to adapt the individual needs of candidates with disabilities to our recruitment process. Let’s not be afraid to ask whether the candidate’s disability requires us to approach recruitment differently – extending the interview time, adding breaks during it, conducting it in a different way than we nomally do. For example, using additional applications and equipment that supports the candidate’s work or even conducting it 100% remotely. It is also important to prepare people taking part in the recruitment as representatives of our organization so that they are aware of the organization’s approach to recruiting people with disabilities, how they should prepare for the recruitment process and what may happen during recruitment interviews with candidates. Let’s not be afraid to ask about our employees’ concerns about such interviews and organize a space to share them.
What should we remember when deciding to employ people with disabilities?
Preparing an appropriate workstation and adjusting working hours to the employee’s abilities. Remember that people with disabilities may require special preparation of the workstation, which will support them in the daily performance of their duties.
Educating the entire team is also important to create an atmosphere of mutual respect and understanding.
Be open to flexible working hours and remote work
People with disabilities may need flexible working hours, especially if they are using rehabilitation, medical visits or other specialist services. Due to their situation, they may also need more frequent breaks. Including the needs of the person with disabilities in the calendar of the entire team will significantly improve the work of the entire team.
Inclusion in the existing team
Employing a person with a disability is a chance to enrich the team with new experiences and perspectives. It is important for team members to have the opportunity to understand the individual needs of this person and appreciate the value they bring. To support integration, you can organize workshops on inclusiveness and building empathy and enable the team to participate in educational sessions devoted to the topic of diversity and accessibility. You can collect questions from the team in advance, doubts they want to share, in order to address them in an appropriate way. It is also worth considering a dedicated person who will support the disabled person in implementing them in the so-called “everyday life” – this will certainly facilitate adaptation and build an atmosphere conducive to openness and comfort for all team members.
Equal treatment
It is very important that a person with a disability is treated equally, with full respect for their competences and skills. Creating an inclusive atmosphere, free from stereotypes and prejudices, is crucial.
An inclusive work environment is a strategic step for any organization striving to build a modern, socially responsible and competitive company. According to the World Health Organization (WHO), the number of people with disabilities in the world exceeds 1 billion and it is predicted that by 2030 this number will increase due to the aging of societies and the increase in chronic diseases. More and more people have disability certificates, so the sooner we broaden the perspective of acquiring potential candidates on the labor market, the greater the probability that we will not eliminate real talents because of the disability certificate they have. Employing people with disabilities brings real business benefits: it supports innovation, introduces diversity of thinking and broadens the perspectives with which employees look at the services and products offered.
Additionally, such activities increase employee loyalty and improve the company’s image in the eyes of customers and business partners. In the face of these trends, companies should actively adapt their recruitment strategies and promote a culture of inclusivity to not only meet the challenges of the market but also to use the full potential of diversity in their team.
