Individuals with disabilities and neurodiverse conditions have historically struggled to secure stable employment. The June 2024 Economic News Release by the Bureau of Labor Statistics reported the unemployment rate for people over the age of 16 with a disability as 8%, a significant increase from 6.8% in 2023. June 2024’s unemployment rate is double that of people without disabilities, which was 4.1%.
While many factors contribute to employment challenges for people with disabilities, inaccessible hiring practices undoubtedly create obstacles to employment opportunities. By reformulating how we attract and evaluate talent, organizations can expand their access to qualified candidates while creating cultures where all employees feel welcomed, valued, and supported.
Job Descriptions
Job descriptions should be detailed yet focused on essential information. Overly comprehensive descriptions can deter qualified candidates and narrow the talent pool. To ensure inclusivity and attract applicants of all abilities, consider these strategies when forming job descriptions:
- Emphasize the end goals and specific tasks of the position instead of how they should be accomplished
- Write clearly and concisely and avoid acronyms or corporate jargon
- A detailed list of physical demands
- Describe the physical work environment as well as the culture and social interactions
- Include options for accommodations and flexibility
Application Processes
It’s critical to ensure career pages and online application portals and processes are accessible to people of all abilities. Use this tool to measure your online application process for accessibility and make changes where necessary. In the meantime, here are some tips for making your application process more inclusive:
- Provide multiple ways to apply, i.e., online portal, email, phone, etc.
- Include customizable settings for font size, color, and contrast
- Remove any time-out features
- Use an application platform that is compatible with assistive technology, such as screen readers
Interview Design
A flexible and accommodating interview process is imperative for ensuring inclusive, equitable, and fair opportunities. Here are some ways to facilitate accessible interview experiences:
- Offer a menu of reasonable accommodations upfront, as well as multiple options for communication
- Provide interview questions in advance and give extra time for candidates to respond to each question
- Communicate effectively about each step of the process
- For virtual interviews, use video conferencing software with closed caption capabilities, such as Google Meet or Zoom
- For in-person interviews, office buildings and workspaces should be wheelchair accessible
By implementing inclusive practices in job descriptions, application processes, and interview structures, organizations can widen their talent pool and create a more equitable hiring environment. These strategies not only benefit candidates with disabilities and neurodiverse conditions but also enhance the overall candidate experience, leading to a more diverse and innovative workforce that drives success and growth.
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