Recite Me’s Post

📢 Did you know? Disabled jobseekers face significant barriers in the job market. From needing to apply for more jobs to worrying about employer perceptions, the barriers are real. Yet, 47% of employers don't have an inclusion and diversity strategy or action plan when recruiting new staff. Check out some eye-opening statistics below that highlights why inclusion needs to be a vital part of hiring 👇 Find out how you can make a difference for candidates: https://lnkd.in/dfMvEgtk #A2M2024 #AccessibilityToMe2024 #Inclusion #Diversity #InclusiveRecruitment #Accessibility

Improving the hiring experience for disabled candidates requires more than just words. It requires effective strategies to reduce bias and empower applicants through meaningful engagement and accommodation support. Learn how you can attract and retain diverse talent in your organization via Harvard Business Review: https://ow.ly/YgyW50SG5Fa #HumanResources #Diversity #Inclusion

Embracing inclusive recruitment! The UK government published its much anticipated Think Work First report. It examines why disabled people keep facing barriers trying to find a job. The disability employment gap remains high at around 30%. Poor support for disabled candidates during the recruitment process is largely accountable for this. At Passion4Social CIC, we say that creating a truly inclusive workplace can only begin with a recruitment process that empowers all applicants. This report convinced us to double down on our efforts to allow disabled people and those from under-represented backgrounds to reach their full potential. That means: ·       Designing accessible job listings and application forms ·       Adapting our interview processes so that everyone is comfortable and has equal opportunities to shine ·       Asking candidates for their feedback ·       Supporting candidates in the wake of the application and interview processes, whether they are successful or not Lived experience has taught us that understanding individual needs and offering flexibility is pivotal to eradicating the Disability Employment Gap. We are proud to be an equitable, inclusive workforce where diverse talents feel at home. Think Work First! #DiversityAndInclusion #InclusiveRecruitment #ThinkWorkFirst

As we strive to build more diverse and inclusive workplaces assessing hiring processes is integral. "Despite recent record employment gains for disabled employees in the U.S., the hiring of disabled people continues to be a pain point for both candidates and companies." Check out this insightful article for ways to improve the hiring process for disabled candidates. #accessibility #inclusion #diversity #inclusiveworkplaces

Let's create inclusive workplaces: Employers and recruiters, it's time to recognize the potential of visually impaired candidates. Together, we can challenge misconceptions and create a more accessible job market. #accessibility #inclusion #visuallyimpaired #employment #screenreaders

There are a lot of good points but also some barriers. While it is great to ensure that job advertisements utilize inclusive tools, the advertisement only allows people with disabilities to find the door. If you do not recognize that diverse candidates display talents in diverse ways and use multiple accessible and adaptable assessment tools, they will only get there to find the door locked. I have pointed out for years that public service posters all have DEIA statements, then choose to ignore inclusion guidance in the essential qualifications. Statements without accountability is like a welcome mat on the step and a snarling pit bull behind the door. Create entry level positions for people with disabilities. This emphasizes the stereotype that people with disabilities are less able. The Accessible Canada Act emphasizes they are untapped resources that are underemployed (working below competency). True accessibility is creating accessible assessments, recognizing the talent of people with disabilities and bringing them in at all levels (especially senior levels where they can influence the culture). Regularly receive feedback - something I have been advising for years as without it you will never see the barriers created without intent. But like DEIA statements, make sure it is not an empty invitation. Use the 'A' grade approach: Accept that barriers are there even when not intended. Actively listen from the perspective of the person encountering the barrier. Act and remove the barrier now. While I agree we need to normalize workplace adjustments across the organization, I would state this a little stronger. Workplace adjustments for people with disabilities are accommodations and a legal requirement. We need to change the cultures so all see they are there so all can succeed and are a right. Just some of my thoughts as most of these items in the list I see daily within my organization, unfortunately I also see persons with disabilities under represented in new hires and having the lowest advancement rates.

🌟 Advancing Inclusive Recruitment 🌟 I recently had the privilege of attending a recruitment workshop hosted by the Business Disability Forum. The session offered invaluable insights on how we can better support candidates with disabilities throughout the recruitment process. From understanding the unique challenges candidates face to equipping managers with practical tools to remove barriers, the workshop reinforced the importance of creating a seamless and inclusive candidate journey for everyone. I’m proud to work for an organization that’s part of the Disability Confident Scheme, demonstrating our commitment to offering equal job opportunities for all. By embracing the incredible skills and perspectives that disabled candidates bring, we ensure we’re building a stronger, more diverse, and innovative workforce. #Inclusion #Diversity #DisabilityConfident #AccessibleRecruitment #EquityInAction

It is National Inclusion Week, and we are delighted to share that Outsource UK , one of the country’s largest independent recruitment companies, has become a Hidden Disabilities Sunflower member! “This initiative helps us further remove barriers that candidates with disabilities may encounter throughout the recruitment process, onboarding, and employment.” Inclusive recruitment is essential to addressing the disability employment gap. Many talented prospective candidates don't make it to interviews because of the barriers posed by traditional processes for application, interviews, and employment methods. Read more about Outsource and its launch https://bit.ly/4dkzE4j #NationalInclusionWeek #InclusionMatters #Recruitment #DisabilityInclusion #DiversityAndInclusion #HiddenDisabilities #SunflowerLanyard #BeSeenWithSunflower #Accessibility

This is where employers and recruiters can begin to make a positive change towards seeking the best talent for the role. Bridging the disability employment gap and delivery equity to disabled candidates. Well done Outsource UK #DEI #EDI #NationalInclusionWeek #InclusionMatters

Gender and cultural inclusivity in the workplace is talked about frequently, but what about making your practices inclusive for disabled candidates? Here are some tips: https://lnkd.in/gfJBHbHe #HRinclusivity