Hiring people with disabilities not only brings a wealth of different perspectives and ideas to your workplace but also embodies fairness and equality. The only problem: many employers struggle to attract and recruit individuals with disabilities. 

Worry not! This blog post, brought to you by the Breakfast Leadership Network, outlines key strategies that you, as an employer, can implement to attract top talent regardless of their disabilities. By implementing these steps, you’ll foster a more inclusive, dynamic, and productive work environment that benefits everyone involved.

Establish An Inclusive Workplace

A truly inclusive workplace culture is one where all employees feel welcomed, respected, and valued for their unique strengths and experiences. Employers should focus on fostering a safe, supportive, and engaging environment that champions connection and communication. 

Providing diversity and inclusion training, celebrating different backgrounds and cultures, and addressing microaggressions are just a few ways to create a more inclusive environment that attracts talents with disabilities.

Open Opportunities for Career-Planning

Providing regular career-planning opportunities for employees, including those with disabilities, is crucial to retain top talent and showing that your organization is committed to their Growth. Schedule regular meetings to discuss Personal Development and professional goals. 

You can also offer mentorship programs that connect employees with disabilities to more experienced staff and provide networking opportunities for employees to connect with others in their field.

Develop Internship Programs

Design and promote internship programs specifically aimed at individuals with disabilities. By providing inclusive and supportive work environments for interns, you will not only be contributing to their professional growth, but as PeopleKeep points out you increase the likelihood of happier and healthier permanent staff. 

Set A Budget For Workplace Accommodations

Workplace accommodations could involve modifications like adaptive Technology, flexible working hours, or even redesigning physical workspaces. If you want to attract people with disabilities, ensure your organization budgets adequately for these accommodations. By doing so, you’ll demonstrate your commitment to the well-being and success of employees with disabilities.

Ensure Job Descriptions Use Inclusive Language

As Harvard Business School explains, inclusivity begins with job descriptions. Revise job descriptions in a way that emphasizes the essential functions, qualifications, and expectations, rather than focusing on the candidate’s physical abilities. 

Consider using language that speaks to diverse abilities and levels of experience when recruiting candidates. By adapting the language of a job description, you’ll communicate that you don’t discriminate based on disabilities and you’re more likely to attract diverse talent as a result.

Evaluate The Recruitment Process

Assess your current recruitment process to ensure it is accessible and inclusive for individuals with disabilities. You should pay special attention to your interview questions. Collaborate with disability advocacy organizations to solicit feedback and obtain resources to improve your existing processes. Additionally, you can advertise job vacancies in disability-focused publications and websites to target a wider range of potential applicants.

Reward Candidates with Gift Cards via an API

Employers looking to source talent with disabilities can use a gift card API to reward candidates during the application process. As an example, you can reward participants via this Amazon incentives API to acknowledge applicants’ work in the hiring process. Not only does this encourage those with disabilities to complete applications, but you actively demonstrate your commitment to diversity and inclusion. 

Companies can distribute rewards for completing job applications or taking part in assessments, interviews and other parts of the hiring process. By leveraging an incentives API, employers can quickly send digital rewards. 

The best part is that these transactions are easy for recipients to redeem and enjoy, so you’re sure to make a great impression on talent that you’re excited about adding to your team. 

By employing these key strategies, you pave the way for a more diverse and inclusive work environment, attracting talents who happen to have disabilities – a group that is often underestimated and overlooked. Make meaningful changes in your organization’s culture and processes, scrutinize your hiring process for weak spots, and look into options like incentivizing the hiring process with gift cards. And remember, inclusivity isn’t just ethical – it’s good for business.

Originally Published on https://www.breakfastleadership.com/

Michael Levitt Chief Burnout Officer

Michael D. Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout consulting firm. He is a Keynote speaker on The Great Resignation, Quiet Quitting and Burnout. He is the host of the Breakfast Leadership show, a Certified NLP and CBT Therapist, a Fortune 500 consultant, and author of his latest book BURNOUT PROOF.