Diversity consultancy, The Clear Company, has urged businesses to consider the benefits of employing those with disabilities and how hiring processes risk alienating this talent pool in light of the International Day of Persons with Disabilities 2016 (IDPD).
This Saturday (3rd December) marks the 24th annual United Nations IDPD which aims to create a more inclusive world for those living with a disability. This year’s theme is ‘Achieving 17 goals for the future we want’ – one of which should be to create an inclusive employment environment, according to The Clear Company.
Kate Headley, Director of The Clear Company, explains:
“Anyone with a disability – regardless of the form it takes – has the same rights as anyone else and should be given the same chances both personally and professionally. The annual IDPD focuses on creating greater inclusivity in general, but in the workplace I would argue that employers and hirers can be unfamiliar with the necessary steps they have to take in order to encourage more disabled individuals to apply for a role. Indeed, a recent survey of the Recruitment and Employment Confederation’s members – compiled on behalf of the Recruitment Industry Disability Initiative (RIDI) - revealed that 67% are ‘fearful’ of hiring disabled people. Perhaps because of a fear of getting it ‘wrong’.
“This attitude will only serve to further alienate these individuals from hiring processes – something that simply can’t continue if we are to create a truly inclusive world for everyone. Businesses may not be aware, but they can benefit from increasing the number of disabled employees. Not only will the company’s employer brand be significantly improved, but so too can productivity. Recent research from the CIPD revealed that individuals with disabilities ranked more highly than any other group in the categories of ‘Brings new and innovative ideas’, ‘A great desire to develop’, ‘Good work ethic’, ‘Reliable’, and ‘Positive attitude to work’.
“Organisations need to consider how they are portraying themselves in terms of adhering to reasonable adjustment requests in the recruitment process in order to both accommodate and, perhaps more importantly, attract, those with a disability.”
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