I’ve heard from multiple people charged with #diversity, #equity, #inclusion, and #access efforts that lack of familiarity with #disability makes them uncomfortable when recruiting. It stops them cold in their tracks unsure of how to engage.
Disability is a natural occurrence if one lives long enough. Nothing about it should be scary or intimidating to employers. Disabled employees are arguably more adaptive than our non-disabled colleagues simply out of necessity. We’ve been navigating a world that wasn’t built with us in mind for a while. With that experience comes a wealth of knowledge about seeing the world differently and finding unique alternatives to getting things done in all facets of daily life, including the workplace. DEIA efforts aren’t charitable. Done right, they have the potential to be some of the most life-changing hires for your organization.
Yet recruiting efforts are so underwhelming we have our own month in October focused on reminding people, namely employers, that we want, deserve, and can bring a lot to any organization if they're willing to give us a seat at the table. National Disability Employment Awareness Month (NDEAM) dates back to 1945 when it was originally named “National Employ The Physically Handicapped Week.” While we’ve thankfully moved away from outdated terminology and expanded the definition to be more inclusive toward all types of disabilities, the stigma remains.
Disability recruitment should be a top priority for every organization. For true equality we must go beyond hiring and metrics. It’s essential we be represented throughout all levels of an organization with equal opportunities for advancement. That starts with getting our foot, our wheel, our cane, or our Canine Companions® paw in the proverbial door.
Embracing disability as a key component of diversity, equity, inclusion, and access is the only way to challenge misconceptions and ultimately shift the narrative.
#hiring #recruitment #employment #disabilityawareness