5 Steps to Improve Disability Inclusion in Recruitment
A Practical Guide for Australian Organisations.
Disability inclusion is no longer a choice but a necessity for forward-thinking organisations across Australia. While progress has been made, many Australian businesses remain unsure how to adapt their recruitment processes to welcome the diverse talents of people with disability.
This blog outlines 5 practical steps any organisation can take to improve their recruitment practices and foster disability inclusion. By following these steps, companies not only open the door to a wider pool of talent but also contribute to building a more diverse, innovative, and successful workforce.
The Push for Disability Inclusion in Australia
Australia has demonstrated a strong commitment to improving the lives of people with disability through initiatives like the National Disability Insurance Scheme (NDIS) and legislations promoting accessibility. Yet, the workforce participation rate for Australians with disability significantly trails behind that of those without disability. This gap underscores the urgent need for more inclusive recruitment strategies.
But disability inclusion isn’t just about addressing disparities; it’s about recognising the undeniable business advantages of a diverse workforce. Research shows that organisations with inclusive practices experience greater employee engagement, higher retention rates, and increased innovation.
Explore the compelling reasons why Australian businesses should invest in disability recruitment check out our blog, “The Business Case for Disability Inclusive Employment in Australia.”
The Business Case for Disability Inclusive Employment in Australia
5 Steps to Improve Disability Inclusion in Recruitment
1. Inclusive Job Advertisements
The way a job is advertised can significantly impact who applies. Ensure your job advertisements are accessible and inclusive by:
- Using clear, concise language that avoids unnecessary jargon.
- Focusing on essential skills rather than rigid criteria.
- Including a statement highlighting your organisation’s commitment to disability inclusion.
This sends a powerful message that your organisation values diversity and welcomes applicants with different abilities.
2. Design an Inclusive Application Process
For many candidates with disability, the application process itself can be a major hurdle. To ensure your process is open to everyone:
- Ensure your online application systems meet web accessibility standards.
- Offer flexibility in how candidates can apply (phone, email, alternative formats).
- Make it clear that candidates can request accommodations during the application and interview stages.
Remember, accessibility isn’t just about technology; it’s about creating an inclusive experience from start to finish.
3. Train Your Recruitment Teams in Disability Awareness
Unconscious bias and lack of awareness can often result in missed opportunities when hiring candidates with disability. Providing disability awareness training for hiring managers and recruitment teams can help reduce bias and ensure the interview process is fair and inclusive.
Training should cover not only the legal obligations but also the practicalities of creating a more accessible and welcoming recruitment environment. Get Skilled Access offers customised training led by consultants with lived experience of disability, ensuring your team receives practical and authentic insights.
4. Showcase Inclusive Practices in Your Branding
Today’s candidates are drawn to organisations that champion diversity and inclusion. Make sure your commitment to disability inclusion is visible in your branding, website, and marketing materials. Highlight initiatives or success stories related to disability inclusion.
This not only enhances your company’s image but also attracts a more diverse range of candidates actively seeking inclusive workplaces.
5. Partner with Disability Inclusion Experts
To create a truly inclusive and accessible workplace, it’s crucial to consult experts who specialise in disability inclusion.
At Get Skilled Access (GSA) we can help you transform your business to become more accessible and welcoming to people with disability. Here’s how GSA can assist your organisation:
- Assess and enhance your recruitment processes to be more inclusive and accessible.
- Provide insights on making your workplace more accommodating for people with disability.
- Help identify barriers within your current practices and recommend practical solutions.
- Offer guidance on fostering an inclusive culture that supports employees with disability at every stage of their career.
Building a Stronger, More Inclusive Workforce
By making even small adjustments to your recruitment practices, you create a more welcoming environment for candidates with disability and set the stage for long-term success.
As Australia progresses towards greater inclusion and accessibility, businesses that embrace disability inclusion will emerge as leaders in their industries. By committing to these inclusive recruitment practices, your organisation can:
- Gain a competitive advantage
- Boost employee engagement
- Contribute to a more equitable society
If you’re ready to take the next step towards disability inclusion in your organisation, GSA is here to help. Our team of consultants, many with lived experience of disability, can work with you to tailor an approach that meets your unique needs. Visit our Inclusive Recruitment page for more information.