Four tips for hiring people with disabilities
People with disabilities can bring a wide range of abilities, talents, qualifications, and skills to your enterprise or business. They are reliable because they take fewer sick leaves and fewer days off. They are also known to have a higher retention rate than most of the other workers. Since persons with disabilities are already protected by disability law, they require fewer compensation costs and insurance coverage than the regular workforce. Below are some tips on how to hire persons with disabilities in your workforce.
- Make the vacancy information accessible.
The best way to attract a wide range of applicants, including persons with disabilities to your vacant positions is by ensuring that your recruitment materials are available to the general public. Ensure that documents such as application forms, position descriptions, and questionnaires are available in accessible formats. You can provide alternatives to written tests and allow applicants to present their essential information in various formats.
- Have a flexible workplace
A flexible workplace attracts a diverse workforce, including persons with disabilities. It allows the employees to think creatively and structure their work in a way that it can meet their individual needs and that of the business. You can encourage flexibility in your workplace by offering a wide range of part-time working hours. This way, disabled employees can work when they are most productive and have the same opportunities as other employees.
- Make adjustments where necessary.
If you plan on employing a person with a disability, it is essential to make the necessary adjustments in the work environment to accommodate them. This may include alterations to facilities, changes to work practices, and providing access to specific equipment or aids. You can also check your worksite top ensure that you solve any potential hazards or accessibility issues for persons with disabilities. Ensure that you consult the disabled person in a legitimate and non-discriminatory way to find out what adjustments can be useful for them.
- Acknowledge the privacy of persons with disability
According to disability law, persons with disabilities have the choice to either disclose their condition or not. Thye have the right to keep their information private just like everyone else. In some cases, the disability may not become evident until the person is employed, and even then, they are not legally obliged to disclose it unless it affects their performance. It is, therefore, essential to ensure that all the other members of staff treat the disabled person with respect, and focus on their role in the business, rather than the disability.
When in the right job, persons with disabilities can be equally as productive as the other employees. They can be a significant expansion of your talent pool and attract more potential customers who are also disabled.