How can you partner with employers to create inclusive workplaces for individuals with disabilities?

Die Bedeutung von Inklusion am Arbeitsplatz reicht von einem erweiterten Talentpool bis zur Steigerung von Innovation und Kundenzufriedenheit. Der Abbau von Vorurteilen ist dabei entscheidend. Dies fördert Chancengleichheit, schafft eine inklusive Unternehmenskultur, optimiert die Talentgewinnung, fördert Innovation, erfüllt ethische Standards und sichert rechtliche Konformität. Konkrete Massnahmen wie Sensibilisierungstrainings, persönliche Geschichten teilen, barrierefreie Kommunikation, Inklusion in Entscheidungsprozessen, offene Feedback-Kultur und Partnerschaften mit Behindertenorganisationen sind unabdingbar. Diese Ansätze tragen dazu bei, eine integrative Arbeitsumgebung zu schaffen, die von Respekt und Vielfalt geprägt ist.

I believe in the normalization of employing people living with disabilities. When presenting employers with the opportunity to employ people living with disabilities, I always start with the most obvious benefit - the candidate's skills. Thereafter, I'll offer to guide the employer through any workplace (or recruitment process) adjustments, trainings (for manager and wider team) to educate, and post-onboarding support to ensure the employment is sustainably equitable, accessible, and inclusive. Other benefits are a bonus and whilst they may indeed be significant with the hire of some individuals, I feel the very first benefit is the person's skills and their contribution to the business - pure and simple.

In an era where diversity and inclusivity reign as keystones of progress, understanding the profound advantages of hiring and retaining individuals with disabilities has become not just an ethical pursuit but a strategic imperative for employers. One of the most notable advantages lies in the vast and diverse talent pool that becomes accessible to employers. Their varied life experiences often cultivate fresh approaches to problem-solving, leading to groundbreaking ideas and solutions. Studies have consistently shown that diverse teams, including individuals with disabilities, tend to be more innovative and resourceful, offering companies a competitive edge in today's dynamic market.

Partnerships between business and Employment Service organizations serving people with disabilities are essential. As with most partnerships, it's about relationships and ensuring your organization is not only a source of talent for employers - but also a source of expertise, information, and resources to support employers to build their capacity. A well-designed employment service that effectively assists job seekers with all elements along the 'employment continuum' (self-discovery, career exploration, job search, employment commencement, and training and retention) meets employer needs and job seeker needs better than ad-hoc employment services based on disability advocacy.

Employers may consider asking those with a learning disability how they would prefer their condition be referred to. Training:  Encourage social inclusion in the workplace by providing all employees with Diversity and Inclusion training to educate your employees on the best ways to support their colleagues...

Go to each worksite. Get to know the leadership’s culture, then learn about the most commonly open positions to understand their largest hiring needs. Point out how your job seeker has very specific skills or experiences that match their needs. First step, check the company’s careers site to familiarize yourself with their hiring process and current needs.

Be mindful of employers' time and resources. Services I've overseen have assessed employer needs based on individual interviews and asking questions - this also helps build trust and relationships. Needs specific to the position are typically laid out in job postings and/or job descriptions. If there is no job description, it may be worth assisting the employers to create one so that the job seeker - and people supporting them can understand the performance expectations. Not all people with disabilities require accommodations but supporting employers with workplace accommodation design and documentation meets employee and employer needs quite well and builds employer capacity to accommodate others in the future (a critical DEI skill).

Plusieurs organismes existent en soutien aux employeurs qui désirent embaucher inclusivement des travailleurs appartenant à la diversité capacitaire. Leurs services sont gratuits, ils peuvent à la fois informer et former les employeurs et les appuyer à toutes les étapes pour rendre tant le processus d’embauche que pour rendre le milieu de travail inclusif et pour favoriser le maintien en emploi. Ils peuvent également vous aider à trouver vos candidats. N’hésitez pas à faire appel à eux pour vous épauler en tant qu’employeur inclusif.

Conducting an assessment can be perceived by employers as a costly and onerous task. In most cases, I would suggest conducting individual needs assessments, one at a time. I find that by addressing the workplace adjustment needs of employees (living with a disability), one at a time as they are onboarded - this provides for real case-based learning. It is especially powerful when (as it should be) the individual is involved at the center of such conversations (not thinking for others). As organizations are exposed to more and more adjustment needs, these will eventually become business as usual, through practice.

Validar y evaluar sus debilidades que en muchos casos puede ser necesidades para que esas sean sus Fortalezas y puedan dar una trabajo a canalizar y sobre todo los puedan disfrutar lo que hacen, viendo que se les atiende cada una de sus necesidades

Disability:IN provides customized disability inclusion consulting for corporations and connects them to their peers. The Inclusion Works program provides participating companies with unlimited, customized, virtual, and onsite consulting provided by a team of disability inclusion experts, to help you create an inclusive culture while simultaneously developing a sustainable recruitment strategy. Joining Inclusion Works also connects companies to a Community of Corporations with exclusive meetings and shared best and evolving practices.

Do NOT lead with your candidate’s disability NOR the legal aspects related to an employer’s responsibilities for accommodations. Instead, be sure you understand the job, workplace and hiring process. Then counsel your job seeker to understand what accommodations that they may want to request as they go through the process. Do NOT lecture the employer of what they need to do to be more inclusive. Subtly mention that you can be a resource if they find that they are unclear on aspects of inclusion. As your relationship progresses, you can offer to provide an assessment.

Inclusion is not about accommodation, it’s about making safe space for everyone. We all have something to bring to the table, if only we choose to see… It’s all about CARE 💜 not quotas, not about ticking boxes. Organizations are stronger when they build teams, build community. This is the long game… and we are not going to accept any less.

Enabling an inclusive workplace environment for individuals with disabilities necessitates more than just intent; it requires equipped resources and guidance. The third pivotal step in this journey revolves around providing employers with a toolkit designed to foster an atmosphere of inclusivity and support. First and foremost, comprehensive information and guidance on disability rights and laws serve as the foundational knowledge base. Training and coaching on disability awareness and etiquette are vital components. Assistance and referrals regarding reasonable accommodations and assistive technologies play a crucial role. Networking and mentoring opportunities with other inclusive employers offer invaluable insights and support.

Geschichten teilen und persönliche Erfahrungen schaffen Authentizität im Team. Barrierefreie Kommunikation und Einbindung in Entscheidungsprozesse sind unerlässlich. Physisch zugängliche Umgebungen und Technologien unterstützen Vielfalt. Mentoring und Partnerschaften mit Behindertenorganisationen bieten Integration und Unterstützung. Eine offene Feedback-Kultur erkennt Vorurteile frühzeitig. Gleiche Karrierechancen unabhängig von Fähigkeiten oder Behinderungen runden den integrativen Ansatz ab. Diese Ressourcen ermöglichen nicht nur eine unterstützende Umgebung, sondern fördern nachhaltige Leistungen und Mitarbeiterentwicklung.

By bridging this gap effectively, the transition into the workforce becomes more accessible and successful. Job fairs and career events serve as platforms for connecting employers with a diverse pool. Events create opportunities for face-to-face interactions, enabling individuals with disabilities to showcase their skills and capabilities directly to potential employers. Job placement and matching services play a significant role in aligning the skills and interests of individuals with disabilities with suitable employment opportunities. These services ensure a more compatible match between candidates and job roles. By orchestrating these connections effectively, the journey from candidate to employee becomes more streamlined and fruitful.

There are hundreds of employment service providers across Canada - and several times that number in the US. Most of us go through the same 'continuum' on our way to employment success; identify, prepare for, seek, acquire and retain/advance. People with disabilities are no different and may require varying levels of support for each phase. When you help job seekers identify exactly what they want to do and support them to acquire it, the job retention levels are much higher than the average job seeker's. This is a cost-benefit to employers. One person at a time, one job at a time is a relevant ethos. Job satisfaction and retention matter. (Great disability resources at hirefortalent.ca)

Employer obligations While the primary intention of the Disabilities Act was to ensure equality, integrity and dignity for disabled persons, it also makes efforts to ensure that active involvement is observed by all relevant stakeholders, including private establishments.... As a disability support worker, you have the chance to help people directly. Beyond assisting with the basics like showering, preparing meals and grocery shopping, you'll also provide companionship and emotional support. This means you're an incredibly empathetic person who can see beyond someone's disability...!!

La mejor idea sería que ya sea en la educación secundaria o en la FP o en la universidad haya una unidad de diversidad enfocada en personas con discapacidad y que trabaje y promueva todas las necesidades que puedan tener, tanto mientras están estudiando como prepararles para cuando salgan al mundo laboral y que puedan tener todas las herramientas para poder lograr el trabajo que desean.

This is so vital. I've seen so many companies who legitimately wanted to hire talent with disabilities, autism and/or neurodivergence but had no idea where to source. You need to not just provide them the knowledge, but help them build connections to as many resources as possible. State VR agencies, schools, colleges, service providers and any other groups who may work with the population. Especially as only a small percentage of people with disabilities actually receive formalized services. It's vital to help get the word out that the business is friendly to hiring. And conversely, try to convince the business to promote events to recruit/hire this talent! Let them know you're looking for them. Use media and your new partners.

Advocating for change starts with education and collective awareness in the org. Reviewing your end-to-end talent experience journey and getting input internally and externally from individuals living with a variety of disabilities can help with creating new practices and revising old ones that create real and artificial barriers to inclusion.

Something that has been very successful for services I've designed/overseen is supporting the job seeker and employer with efficacy and transparency. Even if the job hasn't worked out, the employer wants to continue the partnership and hire other suitable candidates. These employers often agree to become employment inclusion advocates and speak at our events, post testimonials to our website, and even speak about our services at business associations or chamber of commerce events. Inspiring employers to become vocal proponents of disability employment inclusion is the most valuable advocacy I can think of. Forming regional networks of service providers and working together to meet employer needs (events, sharing job leads) is recommended.

Leadership buy-in and adoption - I have found that this is the first step in really driving a more disability friendly hiring and support environment.

Get creative with advocacy – investigate new opportunities to think outside the box. For example, we are working with institutional investors, asset managers, and corporate boards to influence disability inclusion by creating shareholder demand for more inclusive companies and boards. This complements our work inside companies and alongside government affairs to change the conversation about what representation means. For example, we are asking companies to update their corporate governance charters to consider people with disabilities for corporate board service. This is a new kind of representative advocacy that has the potential to make senior leadership more inclusive.

Within the business, it's always best if you can approach these things as a business initiative. Just something we do as part of who we are. Now, sometimes that isn't always possible. So some other ways... One of the great things we see now is almost everyone has a connection to disability, autism and/or neurodivergence. Use those personal connections and stories. Show how those personal ties could demonstrate how our own company could keep someone we care about from having even the most basic of opportunities. And how can we change that? Be the person who helps get that first person a chance. Again, whether it be a cashier or an engineer. Once the floodgates open it usually makes it very easy. But it needs someone to champion.

Assistive technology or tools are often used to support people living with disabilities, sometimes temporarily, other times, permanently. A lot of these tools can and do at times also benefit people without disabilities. So how about we refer to such tools as "productivity tools".

The fundamental consideration is why you are doing disability employment, who will fund, design and manage the program, and for whose benefit. Who will be the key stakeholder, and how will the program be sustainable? Disability employment is not a project; it requires the right mindset, C-Level commitment, and proper business model and logistic support. And it is not one size fits all system.