by Veronica Blatt
Today’s guest blogger is Melanie Johnson with Sunrock Recruitment located in London, UK. Sunrock Recruitment specializes in identifying exceptional diverse talent within the fields of energy, law, and finance. As international headhunters, most of its clients are outside of the UK, attracting senior executive females. Melanie is currently serving on the NPAworldwide Board of Directors as EMEA Director.
Employers are legally bound to refrain from discriminating against individuals based on their disabilities. Despite this, global statistics reveal a stark reality: in developing nations, 80% to 90% of working-age individuals with disabilities are jobless, a figure ranging from 50% to 70% in industrialized nations (source: https://shorturl.at/ady48). Importantly, not all disabilities are apparent.
Employers bear the responsibility of making “reasonable adjustments” throughout the employment cycle to prevent the disadvantage of disabled individuals. Disability discrimination in the workplace typically manifests in three forms: direct discrimination, indirect discrimination, and harassment.
Direct Discrimination: This occurs when a disabled individual faces less favorable treatment compared to their non-disabled counterparts. This discrimination can manifest in various ways, including:
- Ordinary direct discrimination, where a person is treated unfavorably due to their disability.
- Discrimination by perception, where an individual is unfairly judged to have a disability.
- Discrimination by association, where someone is mistreated due to their association with a disabled person.
Indirect Discrimination: Inadvertently, workplace processes or rules may disadvantage disabled individuals. Although sometimes justifiable, such as in roles requiring physical exertion incompatible with certain disabilities, this form of discrimination must be carefully considered.
Harassment: Unlawful harassment, whether directly related to a disability or not, encompasses offensive remarks or behaviors towards individuals with disabilities.
Actions for Recruiters and Employers:
- Address Misconceptions:
- Highlight the long-term benefits of accommodating employees with disabilities.
- Recognize that job modifications may not always be necessary, especially with the increasing prevalence of remote work.
- Implement Disability Inclusion Training:
- Foster understanding of disability-related challenges among colleagues.
- Consider outsourcing training to organizations specializing in disability and equality.
- Revise Recruitment Processes:
- Design inclusive processes that cater to disabled individuals’ needs.
- Mitigate unconscious biases to ensure fair shortlisting decisions.
- Plan for accommodations to facilitate the integration of disabled candidates into the workplace.
Inclusive Practices Lead to Profits:
- Access to a broader talent pool enhances recruitment prospects.
- Appeal to a larger customer base by showcasing inclusivity.
- Diverse perspectives drive innovation and problem-solving, ultimately boosting business profitability.
By embracing disability inclusion, employers not only fulfill legal obligations but also unlock the potential for a more equitable, innovative, and prosperous workplace.
