HireMe!

The challenge now is  moving from “we need to be more diverse” to “we’re actively hiring and recruiting more diverse employees.” 

Three important questions to consider when trying to attract and hire a diverse work force are: 

1.How can we attract more diverse candidates?

The answer to this is to focus on niche job boards and work with community agencies which provide employment and career services to  youths, persons’ with disabilities , indigenous persons , new comers and other stakeholders which will ensure you’re reaching talent in as many places as possible.

2. How can we make our  employer brand more  inclusive?

Ensure  all of your communication (website, social media accounts, online interactions) should be clear about your desire for diversity and inclusion. If you have a reputation for having a particularly rigid culture or your online resources only seem to include limited types of people, you could be discouraging potential candidates who feel like they might not fit in.

3. How can our job postings attract more diverse clients?

Pay attention to  unconscious bias  in your job  postings.  For example, words like “aggressive” or “competitive” have been shown to discourage some women from engaging with a job description. Also, setting hurdles like internships or levels of education (when they’re not absolutely necessary for the role) can discourage people who have valid experience in other ways, but maybe not a credential on paper. It’s important to review your job descriptions to make sure that they’re not pushing away groups of people who might otherwise apply and be qualified. After all, your end goal is hiring people who can do the job well and be a valuable asset to your team—not someone who checks arbitrary boxes.

Job interviews are nerve-wracking for most of us. If you have a disability, the anxiety will often climb to another level. Currently one in eight Canadians  live with disability. That works out to be 4.7 million people. Only 43% of people with disability of working age are in paid work, compared to 85% of their non-disabled peers.

If you have a disability, you may have found it hard to decide if, when, and how to raise it with a potential employer. Many people prefer not to disclose a disability before or during an interview if they don’t have to. Yet, non-disclosure might not always be possible depending on your disability.

Before the interview

It’s probably easier to talk about your disability when calling to confirm an interview. You don’t need to share this information in your cover letter or resume because it’s not relevant to the role itself. Depending on your disability you might need to ask for adjustments to help you attend your interview. Adjustments could include an interpreter or a ground floor interview room where there are no stairs.

You should contact the appropriate person and give them as much notice as possible. This is so they have time to organize any adjustments and have it ready for interview day.

For example: Matthew is going to an interview. There will be a written test. He has a vision impairment and needs to ask for the text of the test to be size 20 font. Matthew  arranges this with the Human Resources Consultant  well before the interview.

If you have a mobility issue you might want to ask about elevators in the building. If there aren’t any you’ll need to make sure a ground floor interview room or alternative (and accessible) location can be arranged.

At the interview

It might be easier and feel more natural to talk about your disability at the interview. If you have a visible disability, it may be useful to have something prepared to say.

For example: You would have noticed that I use a walking aid; this is due to congenital scoliosis. The only workplace support I need is to have a standard, ergonomically correct office chair.

Making the decision

Disclosing your disability is a personal decision. It’s often influenced by personal values, workplace situations and possible consequences.

Factors to consider include:

• the safety of you or your co-workers
• you require adjustments to the application process or workplace
• you have a disability that will be obvious at interview
• you want to explain your disability and be clear about your needs
• you need to explain gaps in your employment due to rehabilitation

Reasons not to disclose can include:

• your disability wouldn’t impact your ability to do the job
• you aren’t comfortable discussing your disability with a stranger
• you worry the employer may a have negative idea about disability

Some jobs have a medical questionnaire that may ask about disability. If the medical form is compulsory you will have to answer honestly especially as the questions may relate to occupational health and safety issues.

You’ve got this!

Although people with disabilities are as gifted, skilled, and qualified as anyone else, a potential employer may not always recognize that this is the case, making the prospect of entering a job interview with your disability even more daunting.

The good news is, with preparation and practice, you can get interviewers to notice you for your skills and experience, and not your disability!

If you want more information, resources or support, get in contact with us: info@hiremecanada.com