To attract disabled job candidates, post openings through disability organizations and remote work sites, not just internal channels. Show disabled people in your marketing and diversity statements. Make sure your application and interview software works with assistive technologies, since one-way video platforms often block candidates who need them.
So let's talk about attracting new candidates to the workplace, especially disabled candidates. One thing that I have seen as a best practice in this area is really diversifying where you are looking for your job postings. So if you're only posting on your own internal website, are you perhaps reaching out to disability organizations in your, your metro area that may be able to help you with placement services and place disabled employees in jobs that you have available? Available. So really think about how you are reaching out using organizations in your network. Consider some of the online resources as well for remote workers. Another best practice I've seen for really creating representation for a company for disabled employees is including disabled people in their marketing material, in their inclusion statements on their websites. So the things that new candidates look at when they are considering coming to a company, do they see themselves represented in that company's marketing materials, in that company's inclusion statements? Do their diversity and inclusion statements include something about disability as well as race, gender, and other protected characteristics? Best practices for that, uh, selection process is making sure that your job application itself is accessible, making sure that that stage, by them encountering software that may be inaccessible, or various methods of interviewing for jobs, various software used these days. I'm sure you have too, where candidates do a one-way interview and send that over to their employer. These can actually be problematic for a lot of people that use assistive technologies. So they may encounter that stage of the application process and go no further because they can't they can't use the software necessary. Really consider all of the technology that you're using throughout the attraction process and making sure that your candidates are making it to the next stage, actually recruiting.
