“Transforming Human Resources (HR) Through Innovative Disability-Inclusive Policies and Practices” participants identified challenges to inclusive hiring and potential solutions to address them.
On July 27, 2023, the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) and its Employer Assistance and Resource Network on Disability Inclusion (EARN) hosted a virtual Think Tank, “Transforming HR Through Innovative Disability-Inclusive Policies and Practices.”
The Think Tank convened employers, consultants, community-based organizations, and disability advocates to identify innovative strategies for increasing workforce disability inclusion, both across industries and at the individual organization level. Discussion centered on inclusion throughout the employment lifecycle, including a session focused on hiring. This report summarizes challenges to inclusive hiring identified by participants during that session and potential solutions for addressing them.
Challenges: Hiring
Participants were asked to think about common barriers to the hiring of people with disabilities, including those who are also members of other historically underserved communities. The following is a summary of participants’ responses.
Organizations are using automation and artificial intelligence (AI) in hiring processes. This technology is not always accessible and may also unintentionally screen out people with disabilities. Applicant tracking systems and hiring portals might also be inaccessible to people who use assistive technology.
Recruiters and hiring managers do not always understand how to support candidates with disabilities. They may neither consider whether accommodations are available or effective during hiring, nor be aware of alternatives to traditional processes or how to offer them. Recruiters and hiring managers also may not know how to ask whether accommodations are needed.
Job descriptions may include job requirements that are either unnecessary or can be modified or learned on the job. In addition, the descriptions often use jargon and “corporate speak” and do not always describe actual job performance or outcomes. People with disabilities might decide not to apply, or their applications may be screened out by automated processes. Job descriptions also include unnecessary criteria, such as minimum experience or education requirements that are not needed to do the job.
Small businesses need information tailored to their needs since they may not have HR departments or inclusion initiatives. Smaller organizations also need help developing inclusive workplaces in a way that will work for them, along with finding high-quality, inexpensive resources to help them do so.
Workforce development programs and systems designed to serve all job seekers are not always prepared to support job candidates with disabilities. Program personnel are not always knowledgeable or comfortable engaging businesses on behalf of candidates with disabilities.
Inclusive hiring alone will not make a difference if a workplace culture is not supportive. A culture of disability inclusion within an organization is needed to sustain the benefits of inclusive hiring over time.
Solutions: Hiring
To identify solutions that promote disability-inclusive hiring, Think Tank participants were asked what changes in policies and practices would have the most significant impact, especially for candidates with disabilities from historically underserved communities. The following is a summary of participants’ responses.
Organizations should gather information from employees with disabilities about what is working and not working within their organization.
Organizations need to ensure all steps of the hiring process have been evaluated for accessibility and that hiring managers understand how to provide adjustments or accommodations as needed. Consider universal design in all related processes so that accessibility standards are automatically applied to all materials, websites, and other tools.
Organizations’ communications and/or HR teams should confirm that statements about commitment to inclusion are easy to find and that websites and applicant tracking systems are accessible. They should also actively work to ensure candidates with disabilities are not being inappropriately screened out by automated processes.
Always include human review when using an automated process to ensure accessibility and eliminate potential discrimination.
HR processes should allow candidates to create a “skills profile” instead of a traditional resume. Rather than relying solely on rigid requirements for education and experience, use other assessments, one-on-one interaction, and opportunities other than the traditional interview for candidates to demonstrate how they might do the job.
Organizations need to educate everyone involved in the hiring process about their commitment to disability inclusion on an ongoing basis.
HR and other hiring staff can use community partners to evaluate the accessibility and inclusiveness of hiring processes and to make recommendations. State vocational rehabilitation agencies, workforce development service providers, and disability service agencies can provide information, candidate referrals, and ongoing support.
Organizations should work with workforce partners and training programs to help young people with disabilities prepare for not just a job, but a long-term career. This includes creating internship programs for students with disabilities or ensuring current internship opportunities are inclusive.
Resources
The following resources can help employers implement the solutions above:
Learn how to ensure your organization’s career pages use messaging and outreach techniques that are inclusive and welcoming to job candidates with disabilities.
Learn about effective policies and processes for hiring and retaining employees with disabilities to meet organizational diversity, equity, inclusion, and accessibility (DEIA) goals.
Understand special considerations for federal contractors, federal and state employers, and small businesses related to hiring people with disabilities.
Learn about the meaningful role partnerships play in identifying candidates with disabilities and how to collaborate effectively with key community organizations.
