Ahead of the Interview: Empowering Employers to Support Candidates with Disabilities
Malini Jayaganesh
I believe in our collective ability to make a positive difference | Coaching, Training, Consulting, Business Simulations
In a recent LinkedIn live panel discussion on how to get hired and build one's career hosted by APMG International , Megan raised a pertinent question: "I've just received a diagnosis of a disability, and I'm anxious about how this might affect my chances of getting an interview. Could you offer any advice?"
Megan’s query struck a chord with many individuals facing similar concerns as they navigate the competitive employment landscape. Despite strides in inclusivity efforts, biases against those with disabilities persist during recruitment. Sometimes, unwittingly, employers perpetuate these biases throughout the hiring process. Consider the default expectation for candidates to disclose their disabilities and request accommodations. While seemingly straightforward, this approach may unintentionally disadvantage candidates who might lack assertiveness or advocacy skills.
Furthermore, there is often a glaring lack of awareness regarding the hurdles individuals with disabilities—both visible and invisible—encounter during the hiring journey. Take, for instance, candidates facing communication challenges. Expressing qualifications in written applications and interviews can pose a significant hurdle. The pressure of impromptu responses or spontaneous conversations can make verbal interactions especially daunting. Unfortunately, interviewers may misinterpret these difficulties as signs of incompetence, further entrenching biases in the hiring process. Consequently, candidates grappling with communication disabilities may find themselves unfairly side-lined despite possessing the requisite skills and qualifications.
领英推荐
?To address these challenges employers can benefit from partnering with disability advocacy groups, career counsellors, disability resource centres, and specialised recruitment agencies. These organisations offer valuable guidance, resources, and mentorship to both employers and candidates, facilitating a more seamless integration of individuals with disabilities into the workforce. If you're aware of such organisations in your locale, please share them in the comments section - let's spread the word!
Moreover, those involved in recruitment can make a significant impact by adopting a proactive approach. For instance, when extending interview invitations, I routinely ask all candidates if there is anything they need for a successful interview. This simple gesture can bolster candidates’ confidence and signal an inclusive organisational culture. The best part? You don’t need to wait for a corporate diversity and inclusion strategy or a hefty budget to give this approach a go :-)
I help you connect with your stakeholders| Image and Communication Consultant | Advisor on diversity, equity, and inclusion (DEI)
8 个月This is a delicate topic for both, companies and employees! I think very few companies are truly open to neurodiverse talent. There is still a long way to go to have NDs feel comfortable coming forward to their potential employer with who they are and what they need. This is shocking in 2024!
????Values-Driven & Outcome-Focussed Transformation | Strategy, Risk & Culture Lead | Executive Consultant/Coach | Org. Behaviourist |EDI/ND Advocate | Service/Process Designer | Curious, Creative, Agile & Impactful ????
8 个月Great article raising awareness of some of these complex challenges. In addition, you may want to consider the following: ??is there an internal conflict between needing to feel authentic and wanting to boost confidence/self-esteem by being shortlisted? ??if the employer denies the requested adjustments is it discriminatory? ??if I don’t disclose at application/interview and get offered a job, does it appear dishonest when I request adjustments at a later time to do my new job? ??are my past experiences of disclosure affecting my decision whether to disclose? If so, maybe use the option ‘prefer not to say’ ??do I identify as disabled? Perhaps it is only during particular circumstances that non-visible physical and intellectual needs become apparent? If so, maybe use the option ‘prefer not to say’ and increase the likelihood that you can explain this in person.
I believe in our collective ability to make a positive difference | Coaching, Training, Consulting, Business Simulations
8 个月Organisations that employers can partner with: Disability Leadership Institute https://disabilityleaders.com.au/ Specialisterne https://www.specialisterne.com.au/ Disability Employment Australia https://guide.disabilityemployment.org.au/