Inclusive Hiring Practices for Businesses: Building a More Accessible Workplace
Creating a workplace where everyone feels valued isn’t just the right thing to do—it’s good for business. Inclusive hiring practices not only foster diversity, but they also bring in talent that could be missed by a less accessible process.
Here’s how your business can make hiring and workplaces more accessible for people with disabilities.
1. Revamp Your Job Descriptions
Many job descriptions unintentionally discourage people with disabilities from applying.
Keep it simple.
Use clear, concise language that focuses on essential skills rather than unnecessary requirements like “must lift 50 pounds” for a desk job.
Ask yourself:
Is that really necessary for the role? Or can accommodations be made?
“Inclusion is not a matter of political correctness. It is the key to growth.” – Jesse Jackson
2. Make Your Application Process Accessible
Ensure that your online job applications are easy to navigate for everyone.
Here’s how:
- Use platforms compatible with screen readers.
- Offer alternative formats for applications (e.g., allowing video submissions or verbal interviews if needed).
- Avoid time-limited tests or tasks that could create unnecessary stress for individuals with certain disabilities.
Tip: Test your company’s application process with accessibility tools to see where you can improve.
3. Create a Welcoming Interview Environment
The interview is often the most intimidating part of the hiring process. Make it a little easier by providing accommodations upfront.
Here are some ways to do this:
- Ask candidates directly if they require any accommodations.
- Offer virtual interviews or flexible scheduling.
- Ensure that your interview space is physically accessible (ramps, elevators, seating, etc.).
Offering accommodations without hesitation sends a strong message:
Your company values every candidate equally.
4. Train Your Hiring Team on Disability Inclusion
Hiring managers need to understand disability inclusion.
Provide training on how to interview without bias, how to offer accommodations, and how to recognize the strengths that individuals with disabilities bring to the table.
5. Offer a Supportive Onboarding Process
Once the right candidate is hired, keep the momentum going with a smooth, accessible onboarding process. This is your opportunity to show your new hires that they’ve joined a supportive, inclusive environment.
Things to include:
- Accessibility-focused workplace tours.
- Assigning a buddy or mentor to help navigate initial challenges.
- Clear instructions on how to request accommodations moving forward.
6. Cultivate a Culture of Accessibility
It’s one thing to hire inclusively, but it’s another to build an ongoing culture of accessibility in your business. This means continuously educating your team, providing accessibility audits for your workplace, and creating open lines of communication for employees to request accommodations.
7. Leverage Resources to Help You Get Started
You don’t have to navigate inclusive hiring practices alone. There are countless resources available to help businesses, like yours, make the shift toward greater inclusivity.
Here are some starting points:
- Job Accommodation Network (JAN): Offers free advice on workplace accommodations.
- Disability:IN: Provides training and resources on disability inclusion for businesses.
- National Disability Mentoring Coalition: Can connect you with mentors who can help guide your inclusive hiring efforts.
Creating an accessible and inclusive hiring process isn’t a one-time effort—it’s an ongoing commitment. But the reward is worth it. You’ll open the door to a wider pool of talent, cultivate a workplace that thrives on diversity, and create a company culture that everyone can be proud of.
