Talent Pool - Branden’s Post

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

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

Harvard Business Review’s latest study reveals key insights on improving the hiring process for candidates with disabilities. The research underscores the impact of “heartfelt” language in job ads and the importance of authentic DEI statements. Websites of companies detailing specific, concrete actions about their commitment received more positive responses from people with disabilities. Read on to discover what companies can do to authentically express their commitment and create a genuinely inclusive work environment. #disabilityinclusion #dei #hr

📢 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. It’s time to change that. Learn how you can be part of the solution and create a more inclusive hiring environment for everyone by downloading our Inclusive Recruitment Checklist: https://lnkd.in/efUUFdNt #Inclusion #Diversity #InclusiveRecruitment #Accessibility

August is a great time to reflect on how we can improve inclusion for individuals with disabilities in the workplace. A key starting point is enhancing your organization's recruiting and hiring practices. “Disabled job candidates want to know where to work and whom to trust, but they must also manage concerns about bias and when to disclose the need for accommodations.” Learn more from recent research by Professors Ameri and Kurtzberg at Rutgers Business School in this Harvard Business Review article. https://buff.ly/4eV0vpQ #DisabilityAwareness #Disability #Workplace #Hiring #HiringPractices #DEI #HR #OrganizationalEffectiveness #Inclusion #InclusionMatters #WorkplaceCulture #HelpingPeopleWorkBetterTogether

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

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

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.

Harvard Business Review on “How to Improve the Hiring Process for Disabled Candidates” just out. Written by Mason Ameri and Terri Kurtzberg Disabled job candidates want to know where to work and whom to trust, but they must also manage concerns about bias and when to disclose the need for accommodations. They are advised to “control the narrative” and build trust by sharing their stories and needs, but at the same time to withhold any information that might be used against them until employment is secured and firmer legal protections are in place. Companies want to do better, but there is the steep challenge of attracting candidates and convincing them that they truly are an equitable employer. Check out the article and solutions proposed at: https://lnkd.in/gqNuYKND #Harvard #HBR #UQ #disability #DisabilityInclusion

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