EmployAbility Industry Update | November Round-Up

By Maz Fenwick

This month we're talking everything Diversity and Inclusion for businesses.

Did you know that 84% of HR Professionals throughout Australia say that Diversity, Equity, and Inclusion (DEI) is either important or very important to the future success of their organisation?

Despite this, just half of HR professionals report that their leaders see DEI as a priority for their organisation and are more likely to report that leaders are not doing enough on DEI issues. Just 46% of HR professionals say they are satisfied with the level of focus on DEI at their organisation.

Putting in place flexible working arrangements, ensuring inclusive language is used in job advertisements and using structured interviews for promotions and recruitment are some of the most popular tactics used by HR professionals to increase DEI through their recruitment practices.

So, what does this tell us?

There's still a long way to go until we can close the gap for the 10% of people living with physical disability who are unemployed, compared to 3.7% of people who are working age without a disability.

Diversity and inclusion are ongoing processes that require continuous improvement. Companies can regularly assess their diversity and inclusion processes and make changes as needed to ensure that they are effective.

ADDITIONAL RESOURCE ?? Disability Inclusion in the Workplace

What else can be done?

Organisations must commit to implementing policies and practices that promote diversity and inclusion throughout the hiring and recruitment process. This can include using diverse recruitment sources, removing bias from job descriptions, and ensuring that the interview process is fair and inclusive.

Using EmployAbility's specialist recruitment service is a great place to start. We match highly skilled and motivated candidates with physical disability to roles and offer ongoing post-placement support to ensure a smooth transition to work.

Employers should also provide training and education to employees on topics such as unconscious bias, cultural awareness, and inclusive language. This can help create a more inclusive work environment and reduce the risk of discrimination once an employee with disability has been onboarded.

Leaders can set the tone for the organization by demonstrating a commitment to diversity and inclusion, as outlined above. This can include setting goals and metrics for diversity and inclusion, holding managers accountable for creating an inclusive work environment, and promoting diversity and inclusion in all aspects of the business.

At an employee level, companies should encourage workers to engage in diversity and inclusion efforts by creating employee resource groups, providing opportunities for feedback and input, and recognizing and celebrating diversity.

ADDITIONAL RESOURCE ?? How to Become a Disability-Friendly Employer

Where to Start...

EmployAbility offers FREE Disability Inclusion Initial Assessments, which identifies what is already working within your organisation when it comes to DEI and offers some further improvements to become more disability inclusive.

If you're looking for something more succinct, our Building Employer Confidence program will ensure you meet disability and inclusion goals through continuous assessment, tailored training, advice and guidance from our specialist team with lived experience of disability.

By the end of this program, employers will feel confident in hiring people with disability as well as creating and maintaining a disability friendly workspace, supported by our dedicated team throughout the process. You also have the option of using our specialist recruitment service!

Learn more about the program here or drop me a message to discuss your DEI needs! ??