have inclusive hiring strategies, workplace accessibility initiatives and
effective accommodations allow employers to provide equal opportunities for job
seekers with disabilities.
In a recent webinar,
Sarah Pullano, Senior Account Manager at Getting Hired, Julia Méndez, Principal Business Consultant at PeopleFluent, and Lisa
Maberry, Diversity Program Manager for Global Talent Acquisition at Microsoft, provided
best practices on these topics.
How do we define a
Getting Hired follows the Americans with Disabilities Act (ADA)
definition of a disability. The ADA defines a person with a disability as “a
person who has a physical or mental impairment that substantially limits one or
more major life activities.”
- It’s important to note that an individual's disability status can change, disabilities can be acquired, and over 70% of disabilities are non-apparent.
- 1 in 4 Americans has a disability, and employers must consider how many of their employees it could apply to at present day and in the future.
How do we define
- The design of products,
devices, services and/or environments for people of varying abilities.
- Accessibility can include universal design, meaning it provides benefits for people with
or without disabilities. An example of this is voice command technology on
How do we define
- The ADA definition of an
accommodation is a modification or adjustment to a job, the work
environment or the way the hiring process usually functions. An example is
offering a quiet workspace for employees with noise sensitivity or
attention deficit hyperactivity disorder (ADHD).
- Most accommodations cost $500 or less, and many cost nothing at all.
Top tips for an
inclusive experience for job seekers with disabilities
Employers can boost
the chances of success in their inclusive hiring, accessibility and
accommodation efforts by looking at other organizations like Microsoft that
have already seen results on this front.
Here are some key
principles and approaches that have been effective for businesses:
- See it through - Employers that commit to inclusion at every
stage - from job advertisement and hiring through to onboarding,
integration into the workforce and workplace experience - will increase
the chances of success for candidates and the organization as a whole.
- Create a community - Individuals with disabilities should feel
that they are part of a team and have resources, support and people
available to help them thrive in their job.
- Get the best out of social
media - Employers that want to
engage with candidates with disabilities should be using Facebook,
LinkedIn and Twitter as their go-to social media platforms. These are valuable channels to
showcase an organization's brand identity and inclusive culture.
- Grab easy wins - Simple steps - such as placing an
accommodation statement in an easily accessible location on the company's
website, or creating a dedicated page for inclusion and diversity - can
deliver big results.
By taking these steps
and coming up with clear, relevant policies to guide hiring, accessibility and
accommodation, businesses can provide equal opportunities for all job seekers.
Truly diverse and inclusive organizations will maximize their chances of
success by accessing the widest possible range of talent.
To learn more about how Microsoft has supported job seekers with disabilities in
the workplace, watch the full recording of the webinar here: