Approximately 15% of the global population, or around 1 billion individuals, live with disabilities, constituting the world's largest minority group. Among these, 386 million are of working age, yet unemployment rates can soar as high as 80% in certain countries, driven by the prevalent misconception that individuals with disabilities are incapable of working, as reported by the International Labour Organisation (ILO). In the current competitive job market, equity, diversity, and inclusion (EDI) are paramount for success. However, many organizations still face challenges in attracting candidates with disabilities (people of determination) and providing a genuinely inclusive hiring experience. Drawing from personal experience and extensive research, here are practical steps that both employers and candidates can adopt to foster a more inclusive hiring process.
To attract disabled job candidates, begin by eschewing generic, formal language in job postings and diversity statements. While phrases like 'We are an equal opportunity employer' are legally mandated, they often lack genuine commitment to inclusion. Instead, employ sincere and heartfelt language that reflects a true dedication to creating an inclusive workplace. For instance, a brief video or a personal message from senior leadership about the company's commitment to supporting disabled employees, accompanied by testimonials from employees with disabilities, can be far more impactful. Refine job requirements by focusing on essential job functions and eliminating unnecessary qualifications. For example, assess whether a driver's license is truly essential for the role. As someone visually impaired, I frequently avoid applying for jobs that require a driver's license. By prioritizing what is truly important, companies can remove barriers that might deter disabled candidates.
Job descriptions laden with complex language and industry jargon can pose a barrier for differently abled applicants. Companies should strive to keep job postings clear and straightforward, avoiding any language that implies only non-disabled candidates are qualified. Utilizing accessible platforms and tools, such as those compatible with screen readers and offering job descriptions in Braille, can help reach a broader audience of candidates and ensure equal opportunities for all. Ideally, employers should explicitly state in job postings that the company welcomes applications from people of determination and is committed to providing accommodations throughout the hiring process. Remote work options can be particularly beneficial for candidates who face challenges with commuting. With initiatives like Sharjah's and Dubai's four-day workweek, companies can also consider flexible work arrangements to support a better work-life balance for all employees. The CIPD's hybrid work model is ideal for me, as commuting and navigating public transport can be difficult. The ability to work remotely a few days a week makes a significant difference and is something I greatly value.
Everyone in the company, from the top down, should receive EDI training, ideally as part of the induction process. This ensures fair hiring practices and a supportive workplace. The training should cover topics such as recognizing unconscious bias, discussing mental health, and supporting EDI efforts. For example, managers should learn to identify and address bias during interviews, and all employees should understand how to support their diverse colleagues. Encouraging open dialogue is crucial for creating an inclusive environment. Employers should proactively inquire if all candidates need any accommodations, regardless of whether a disability has been disclosed. Phrases like, 'We aim to support all candidates fully. If you require any accommodations or adjustments, please let us know how we can assist you?' can foster openness and make the hiring process more supportive and equitable. Partnering with NGOs and community organizations can help employers reach a wider range of candidates. For instance, collaborating with local groups like the Community Development Authority, Dubai Autism Centre, Zayed Higher Organisation, and Dubai Centre for Special Needs can connect employers with candidates who might not otherwise be aware of job opportunities. This strategy not only broadens the company's reach but also demonstrates a strong commitment to inclusive hiring practices and supports employer branding initiatives.
In the UAE, laws such as Federal Law No. 29 of 2006 on the Rights of Persons with Disabilities highlight the country's commitment to protecting people of determination. Employers must ensure their hiring practices comply with these regulations by avoiding discriminatory practices and providing necessary accommodations. For candidates, discussing one's disability can be a source of anxiety. However, being open about your disability and any accommodations you might need is essential to ensuring potential employers can provide the appropriate support. Personally, I include information about my visual impairment on my resume and social profiles. This approach allows employers to be aware of my condition before we meet, facilitating smoother interactions. Whether it's a phone call or an in-person interview, I make it a point to openly discuss my disability and any related limitations. Think of it as addressing a potential weakness in an interview: acknowledge the challenge but also emphasize how you're working to overcome it. For example, I explain that while I am visually impaired, I am able to perform effectively once the screen is positioned close to me. I support this with my experience, noting that I've had a successful corporate career for over a decade and have thrived as an international student, demonstrating my ability to live independently despite my disability. By being transparent, you help create an environment where your potential employer is better prepared to accommodate your needs, ultimately fostering a more supportive workplace.
