You are a company, and wish to hire PWDs (persons with disabilities). But strangely, you find none of them applying! Take a step further to encourage them to join you.
Here are some tips where you can get the attention of PWDs in hiring them:
1) Add promotional messages and welcoming language
The purpose is to shift someone away from thinking “it is not for me”.
Here are some examples of welcoming message:
Recruitment materials such as brochures, websites and posters should include images of PWDs and, if possible, quotes by PWD participants who have participated successfully. Also, mention that the position is open to all professionals including those with disabilities.
2) Choose your language with purpose
Knowing how to sensitively refer to members of diverse groups, including PWD, is a key. Many PWD don’t view themselves as hopeless but simply different. Adopting a vocabulary that feels respectful to everyone is the most inclusive course to follow.
Here are some recommendations to improve disability etiquette:
3) Interview as normal
Candidates with disabilities want to be treated fairly, respectfully and equally. They don’t want to be treated differently but with empathy.
Here are some suggestions given to provide equal job opportunity:
4) Enforce zero-tolerance policy
Jokes are part and parcel of life but make it a point to set boundaries that hurtful remarks made about people’s differences have no place in today’s workplace. Encourage employees to report any instance of this type of behaviour. Establish formal grievance policies in the workplace to handle transgressions and make sure it be known they will not be tolerated. Companies hiring PWDs earns respect from the public.
5) Build training and internship programmes for people with disabilities
Training programmes will help to ensure that PWDs feel more engaged at work and feel appreciated in the companies. Companies that offer internship or recruitment programs for PWDs are more likely to hire people with disabilities than companies with no such programme. For example, companies can offer Special Needs Internship Programme (SNIP) for PWDs.
Here are some competitive advantages of establishing recruitment or internship programmes for PWDs:
Companies should promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all. PWDs are as capable as anyone else. You have nothing to lose in hiring PWDs.
Written by: Chan Hui Ni
Edited by: Jennifer Chan Chien Mei