ADR Vantage, Inc.’s Post

July is Disability Pride Month! A study by Mason Ameri and Terri Kurtzberg, Rutgers Center for Women in Business (CWIB) research fellows and professors Rutgers Business School, highlights that despite recent improvements, disabled employees still face challenges in the hiring process due to biases and concerns about disclosing the need for accommodations. Companies often struggle to attract these candidates, who look for trustworthy employers. The study found that using "heartfelt" language in job ads, personal statements from CEOs, and concrete commitments like employee testimonials and statistics can increase trust and application rates among disabled candidates. However, it's not just about words; genuine actions and ongoing dialogue are essential for creating truly inclusive workplaces. As the U.S. Department of Labor points out, women with disabilities face unique challenges and often multiple forms of discrimination, underscoring the importance of fostering an equitable work culture. Which is why at CWIB, we encourage workplaces to implement inclusive practices for employees with disabilities. Link: https://lnkd.in/gfJBHbHe #disabilitypridemonth #inclusiveworkplaces #rutgers #cwib

In HBR's recent article, "How to Improve the Hiring Process for Disabled Candidates," co-authors Ameri and Kurtzberg state, "Understandably, disabled job candidates feel disempowered to advocate for their accommodation needs without fear of bias. In a study for which we interviewed 43 college students and alumni, some reported that they felt the need to ignore their disabilities by, in their words, 'brute forcing it' to appear nondisabled, to 'play the game' and 'walk the tightrope' in order to get a foot in the door." They go on to emphasize that once a candidate has disclosed, it is imperative that the accommodations process be an interactive and collaborative one versus one based solely in legalities. As organizations continue to ponder upon and define the term "diversity" and engage all populations under this multi-faceted term, it is important to remember a population that is often misunderstood, not only by employers, but by society. A disability is not often visible and the accommodations process to support folx who fall within this group can oftentimes be more subtle and complex. It is my hope that our future workplaces will evolve and eventually embrace a culture in which openness, understanding and trust become the pillars of every DEI strategy, in particular those working with this population. #diversity #inclusion #talentacquisition #diversityequityinclusion https://lnkd.in/eBfu7c75

Employers can further demonstrate commitment to "attracting [disabled] candidates and convincing them that they truly are an equitable employer", by offering "Disaster Readiness and Recovery" as an #EmployeeBenefit. - Disasters disproportionately impact people with disabilities - A changing climate is increasing the frequency and intensity of extreme weather events - Increasing adoption of remote/hybrid work style (has translated into "record employment gains for disabled employees in the U.S.") means employees are more exposed to disasters at home - Personal catastrophe coverage continues to be inadequate Terri Kurtzberg Mason Ameri Alex Clemente, Harvard Business Review Charles Rue #DisasterReadinessAsEmployeeBenefit

A publication in Harvard Business Review, inspired by five years of research on disability employment with coauthor Terri Kurtzberg, is like winning the pennant for me. Maybe that’s corny to say, but I’m truly over the moon! Our HBR article offers insights into how companies can do a better job of attracting people with disabilities to apply for jobs and convincing them that they truly are an equitable employer, as well as how job candidates can feel more comfortable disclosing a need for accommodation. Please have a read! #harvardbusinessreview #HBR #disability #employment #rutgers #rutgersbusinessschool

Employees with disabilities want the best job possible, including a job environment where they feel truly welcomed. And this is especially true in larger companies where people with disabilities worry they'll be swallowed up or ignored. In the article below, employment experts from Harvard Business recommend strategies to attract quality employees with disabilities, such as the CEO expressing genuine commitment to employees with disabilities to tips on how to help future employees feel comfortable disclosing their disability #disablityemployment

Mason Ameri and Terri Kurtzberg's research on hiring practices for disabled candidates shares how inclusive actions can make an enormous difference. Their sample of 812 working-age disabled people from within the U.S. demonstrated that: ⭐ Using heartfelt and personal language to showcase a company's commitment to hiring people with disabilities created positive feelings within participants ⭐ Helping candidates feel comfortable with disclosure through steps such as focussing on the hard skills of the job, offering the use of assistive devices, and delaying the talk of accommodations increased trust in candidates. By reducing anxiety and promoting inclusivity, we can create workplaces where everyone thrives. #SENsationalFoundation #WeAreSENsational #DisabilityHiringPratices #InclusiveHiringPractices #HBR #NothingAboutUsWithoutUs Learn more here: https://lnkd.in/gfJBHbHe ID: A screenshot link to the article: How to Improve the Hiring Process for Disabled Candidates. On the left is a thumbnail of the backs of two people - a person in a wheelchair and a person walking on a paved path surrounded by greenery.

For many people in our community, the choice as to whether or not to disclose their disability to an employer or prospective employer is a huge decision. The potential for bias and discrimination, including losing your role altogether, is very real, even though there is discrimination legislation in place. Organisations have the opportunity to expressly welcome candidates with disabilities by appointing us to senior positions, by providing education to those responsible for developing and implementing hiring and appointment policies and by ensuring that , and by job carving the role where needed. This will make a world of difference. As one who has a visible disability these simple steps make it easier for all of us. Visual description: a female in an electric wheelchair travelling along a footpath, accompanied by a young woman walking beside her. #Hiring #Disabilities #2024DisabilityEmpowerment

Harvard Business Review have put out an article around improving the hiring process for disabled candidates which had some interesting parts in it. "Understandably, disabled job candidates feel disempowered to advocate for their accommodation needs without fear of bias. In a study for which we interviewed 43 college students and alumni, some reported that they felt the need to ignore their disabilities by, in their words, “brute forcing it” to appear nondisabled, to “play the game” and “walk the tightrope” in order to get a foot in the door." This obviously makes for depressing reading, but is something we're increasingly aware of. But actually, what surprised me was that overall the solutions proposed by the study seem pretty superficial and light-touch. It very much felt like the solutions were all around how the business markets itself in relation to disabled people, how it looks as opposed to how it acts. It also lacked some really simple practices that many great companies already do in the UK. A few that spring to mind immediately: 👉 Disclosing questions ahead of the interview (as John Lewis have recently done for all jobs) 👉 Not including a timed / pressured technical test 👉 The offer of extra time for the interview and any tests for all applicants without the need to specifically disclose a disability as part of thisetc 👉 As standard, for any on-site interviews, offering information on disability access / facilities / parking (ie not putting the onus on the candidates to request this) More than this though, genuinely providing the physical environment and cultural environment to foster inclusivity and diversity across all abilities, races, religions and backgrounds has got to come first, as opposed to just chucking a blog up from the CEO about the importance of disability. What do you think of this article? Are we being unfair? What other ways could businesses improve their hiring process for disabled people? And is the UK further ahead on this issue than the USA? Would love to hear your thoughts and experiences. Get in touch today to find out how we can help your business attract and retain a diverse workforce: info@futura-talent.com #recruitment #techrecruitment #disability #inclusivehiring #diversehiring

Follow Disability:IN Minnesota if you don't already. Their latest post: "How inclusive is your company's hiring process? Check out this article for ideas on improving your hiring practices and increasing accessibility for disabled candidates: https://lnkd.in/gfJBHbHe "

We often get asked how an employer can make the hiring process more accessible for people with disabilities. Here's a good, practical article from out of the Harvard Business Review!