You are ready to hire people with disabilities. How do you find the right fit? You need to:
- Know where to find talent
- Let people with disabilities know that you welcome their applications
- Make the process fair for everyone who applies
Businesses are thriving by including people with disabilities as clients, leaders, and employees. Magnet is a free and convenient online matching service that specializes in working with diverse groups.
Avoid purple cows
A poorly written job description acts as a barrier to qualified candidates who can’t get past your screening criteria, but might be the perfect fit. Ever heard of a purple cow? Purple cows exist only in cartoons and our imagination.
However, many employers create overly detailed job descriptions, cutting and pasting from websites and competitive job postings – creating ‘purple cow’ job descriptions. These job postings request unrealistic levels of experience, or un-needed credentials. Purple cow job postings look for overqualified candidates that don’t exist in the real world.
Write inclusive job descriptions. Start by completing a job analysis, that lists only the skills and experience that are truly needed for the job. Then write your inclusive job posting.
You could be missing out on exceptional employees. Avoid purple cows and hire for ability.
Where to find talent
There are many places and organizations, that you can turn to, to help you source talent.
Magnet is a free and convenient on-line matching platform that connects employers and community organizations to people with disabilities ready to take the next steps in their career and beyond.
It’s easy: Simply sign up as an employer, and input your company information. As an accessible employer, you can choose from a drop-down list that defines the accessibility features that your company offers.
- Accessible facilities and workstations
- Proximity to accessible parking and public transit
- Accessible emergency and evacuation procedures
- Support of assistive devices and software
- Flexible work hours
- Disability accommodation policies
- Co-worker support and/or employee resource groups
- Inclusive organizational culture
When you post your jobs, make sure that you select the disability Diversity filter to ensure that you can access job seekers with a disability.
Service agencies offer more one-on-one and intensive job placement services for people with disabilities. This can include on-the-job supports, assistance with training and retention services.
- CCRW (Canadian Council on Rehabilitation and Work)
- Canadian Hearing Society
- Career Edge
- CNIB (Canadian National Institute for the Blind)
- Community Living
- Contact your local Community Living
- Epilepsy Toronto
- March of Dimes
- Ready, Willing & Able
- Spinal Cord Injury Ontario
- The Ontario Disability Employment Network
Invite your employees, friends, social and business networks to forward qualified candidates with disabilities.
Let job seekers with disabilities know you are open for business
The best signals are direct and clear. Write it into websites, job postings and on application forms.
Examples
We are an inclusive and accessible employer. We welcome a diverse range of candidates to apply for this position, including people with disabilities.”
“For information on our workplace diversity initiatives, including accommodation for people with disabilities, please contact us at careers@xyzcompany.ca.”
“We work hard to create an environment in which every employee is valued and respected, including those with disabilities.”
- Establish mentorships and internships with local high schools, disability organizations, or recent graduates who have a disability.
- Offer co-op experiences through high schools and colleges.
- Make your website accessible. Most job seekers conduct research on companies on-line before applying for a position. An accessible website sends the signal that you are an inclusive employer.
- Join an organization that supports inclusive businesses.
Inclusive job postings:
- Use clear language. Avoid jargon, formal language, and acronyms.
- Include a statement of inclusion that offers accommodations during the interview process. Include a contact number to answer questions or make arrangements.
Ask only for what is needed. No extras.
Inclusive job postings checklist
- Title of the position with a list of the essential job functions or responsibilities. Identify essential job functions through a task analysis
- Physical demands (i.e., prolonged standing, lifting 25 kg)
- Environmental factors (i.e., location, hours of work, indoor/outdoor, overtime/weekends)
- Other essential factors (i.e., driver’s license, credentials)
- Use clear language. Avoid jargon, formal language, and acronyms.
- Include a statement of inclusion that offers accommodations during the interview process. Include a contact number to answer questions or make arrangements.
Ask only for what is needed. No extras.
Is your website accessible?
Disabilities cover a broad range of abilities. An accessible website would ideally address a broad range of issues to make it usable by the largest number of people.
An accessible website would be designed for people across the disability spectrum – and incorporate features that address auditory, physical, speech, cognitive, neurological, and visual differences.
Some initial features that you might consider when developing an accessible website include:
- text size
- colour and contrast of text and images
- clear and easy to understand language
- use of descriptive titles and links
- avoid distracting images or features
Join the movement. Find and keep the best talent. You will be able to see a clear return on your investment by signing up below.