As we kickoff National Disability Employment Awareness Month, (#NDEAM), my inner advocate cringes at the notion that this is something we need in 2022. Employers are still largely uncomfortable with disability hiring, and conversely, applicants are equally afraid to disclose.
Awareness is the first step, but action must follow.
Representation is the foundation of inclusiveness. If we can’t be seen or acknowledged, if our perspectives are devalued or ignored, we are powerless to affect change. For this reason, representation in the C-Suite is particularly pivotal.
Yet, despite accounting for 20 percent of the global population, only four percent are openly out as disabled in the workplace according to the latest Disability Equity Index from Disability:IN. Not surprising given the added fears and anxieties that accompany workplace disclosure; concerns around equitable treatment, reasonable accommodations, changes in perceived abilities, and lower wages.
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.
Still, 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 While we’ve thankfully moved away from outdated terminology and expanded the definition to be more inclusive toward all types of disabilities, the stigma remains.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 #disabilityinclusion #deia #ndeam #employment #recruitment
The Untapped Potential of Disability in the Workplace
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
Disability Bias in AI Hiring Tools Targeted in US Guidance
As many as 83% of employers, and as many as 90% among Fortune 500 companies, are using some form of automated tools to screen or rank candidates for hiring, according to EEOC’s Charlotte Burrows.
-Bloomberg Law
With the rise of AI tools in recruiting, new guidance issued by both EEOC and U.S. Department of Justice is welcome news. Disability advocates have long known that while these tools can be useful for the employer, they can raise questions around bias that violate the ADA, including the use of personality tests with non-job specific questions, camera sensors, or timed tasks that don’t easily allow for reasonable accommodation.
This guidance also comes after U.S. Department of Commerce appointed 27 experts last April to the National AI Advisory Comittee.
The disability community already faces tremendous hurdles in hiring discrimination, in large part due to employers outdated views on what people with various disabilities bring to the table.
While AI can be a useful tool, and can certainly provide valuable insight, the hiring process needs more human connection and understanding across the board, not less, especially around disabled candidates.