Inclusiveness is still a big factor when employees decide to join or stay with a company. Studies showed that 80% of employees value inclusion when choosing an employer. And 39% of employees would leave their current organization for a more inclusive one. Want to let your candidates know that your company is inclusive? Start with the job description. Inclusive language in your job description can help candidates feel comfortable disclosing disabilities.
✅ Provide candidates an opportunity to request accommodations for the interview. This sends a message to your potential employee that there’s a place for them at your company.
✅ Provide candidates with details about what to expect during the interview. For example, tell candidates how many people they will meet and how long the interview could take.
✅ Train the interview staff on implicit biases and use standardized questions. Asking the candidates the same questions reduces implicit biases and increases inclusion.
✅ Discuss your organization’s commitment to creating a diverse and inclusive work environment.
✅ Let them know how your organization prioritizes supporting their employees and their wellness.
✅ Tell candidates that employees are encouraged to request accommodations. This signals to your potential employees that it’s a normal part of your company’s culture.
Potential and current employees care about the organization showing what inclusion looks like. They also care about what inclusion feels like as a core part of the culture. It’s why talking about how your organization supports employees matters.
When you create an inclusive culture at work, employees feel like they can be themselves - something that 47% of employees prefer. Your company's support plays a big role in disclosing a disability. Distrust has been reported as a reason employees (and some bosses!) don't open up about their needs.
With trends like ‘The Great Resignation’ and ‘Quiet Quitting,’ it’s become even more critical to build an inclusive work culture that serves members who haven’t communicated their disabilities to your organization.
⭐️ Continuously educate and evaluate your leadership team on managing diverse work groups. Regularly revisiting your training ensures modern language and guidance.
⭐️ Empower your leaders to feel comfortable being an example that shows bringing your whole self to work is okay. Leaders in your company can help model inclusive behavior, both as a supporter and a participant.
⭐️ Promote health and wellness in your workplace.
⭐️ Provide a process for employees to communicate their disabilities when ready privately.
Creating an inclusive working culture makes it easier for potential and current employees to disclose disabilities. Providing employees with accommodations is a low-cost and high-impact way to retain valuable employees while boosting morale.
TLDR; Creating an inclusive interview process, from the job description to employment, promotes a secure and comfortable environment that serves those who have (and haven’t yet) disclosed their disabilities. An inclusive employer reduces turnover and increases job satisfaction.
Inclusiveness is still a big factor when employees decide to join or stay with a company. Studies showed that 80% of employees value inclusion when choosing an employer. And 39% of employees would leave their current organization for a more inclusive one. Want to let your candidates know that your company is inclusive? Start with the job description. Inclusive language in your job description can help candidates feel comfortable disclosing disabilities.
✅ Provide candidates an opportunity to request accommodations for the interview. This sends a message to your potential employee that there’s a place for them at your company.
✅ Provide candidates with details about what to expect during the interview. For example, tell candidates how many people they will meet and how long the interview could take.
✅ Train the interview staff on implicit biases and use standardized questions. Asking the candidates the same questions reduces implicit biases and increases inclusion.
✅ Discuss your organization’s commitment to creating a diverse and inclusive work environment.
✅ Let them know how your organization prioritizes supporting their employees and their wellness.
✅ Tell candidates that employees are encouraged to request accommodations. This signals to your potential employees that it’s a normal part of your company’s culture.
Potential and current employees care about the organization showing what inclusion looks like. They also care about what inclusion feels like as a core part of the culture. It’s why talking about how your organization supports employees matters.
When you create an inclusive culture at work, employees feel like they can be themselves - something that 47% of employees prefer. Your company's support plays a big role in disclosing a disability. Distrust has been reported as a reason employees (and some bosses!) don't open up about their needs.
With trends like ‘The Great Resignation’ and ‘Quiet Quitting,’ it’s become even more critical to build an inclusive work culture that serves members who haven’t communicated their disabilities to your organization.
⭐️ Continuously educate and evaluate your leadership team on managing diverse work groups. Regularly revisiting your training ensures modern language and guidance.
⭐️ Empower your leaders to feel comfortable being an example that shows bringing your whole self to work is okay. Leaders in your company can help model inclusive behavior, both as a supporter and a participant.
⭐️ Promote health and wellness in your workplace.
⭐️ Provide a process for employees to communicate their disabilities when ready privately.
Creating an inclusive working culture makes it easier for potential and current employees to disclose disabilities. Providing employees with accommodations is a low-cost and high-impact way to retain valuable employees while boosting morale.
