Ability Not Disability

Accommodating disability in the workplace not only translates to creating a physically safe space but also proves that your organization values individuals with any form of disability and provides them equal opportunities to succeed and grow within your teams.

So, what steps do you need to take to build a disability-friendly workplace, and how can you ensure #DisabilityInclusion in the teams?

Step-by-Step Guide to Achieve Disability Inclusion

The journey to reach Disability Inclusion requires true commitment and a concrete plan.

1. Ensure inclusivity is a priority in your hiring process: Make your hiring platform accessible, use inclusive language, and provide a structured but flexible process, to accommodate the needs of the candidates whenever necessary.
2. Enable and empower your people: Provide regular unconscious bias training and educational programs to your workforce so individuals can better understand each other.
3. Provide accommodation: Disability is not always visible. Foster a culture of acceptance so employees feel comfortable disclosing a disability and asking for reasonable accommodations. Listen to the needs of your employees and adjust accordingly. Allow them to do what makes them most comfortable at work and focus on the outcomes.
4. Pay equally: Not only are individuals with disabilities less likely to obtain employment, but they also tend to earn less than their peers. Employees with disabilities deserve equal pay and giving them the compensation they deserve is important if you want to be a truly inclusive and equal opportunity employer.
5. Review your process: There is always room for improvement in any DEI journey. Periodically review your process and continually evolve it to incorporate your lessons learned.

SHL Live: Advancing Neurodiversity and Disability Inclusion

Thursday, November 9th at 3pm GMT | 4pm BST | 11am ET

At SHL, we're deeply committed to breaking down barriers to employment and fostering a diverse and inclusive workforce. Our Inclusive Assessment Research Program is a testament to this mission.

We’re partnering with Purple Tuesday to bring you an insightful live session, where our speakers will discuss:

• SHL’s commitment to breaking down barriers to employment.
• An update on our Neurodiversity and Disability research programs.
• Advice on what organizations can do to be more inclusive and what resources are available to them.

Click here to attend

Recommended Readings #SHLBlog

🎙️Inclusive Assessments

Kristin Sanderson Allen , Senior Manager of Psychometrics at SHL, joins the host of “ The Recruiting Future Podcast ”, Matt Alder , to discuss the role assessment plays in helping employers build diverse workforces. 🎧Listen Here

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Take a look at our #PurpleTuesday and #Neurodiversity Collections