A roadmap to inclusive leadership: inclusive hiring practices (key no5)

Today, I’d like to dive into key no5, a topic that’s not just close to my heart, but one that should be a cornerstone in every organization: inclusive hiring practices. Adopting inclusive hiring practices isn’t just about ticking boxes or looking good for your shareholders or the public. As leaders and managers, we’re in the people business, and people come in all shapes, sizes, and abilities.

If you’ve been following our series on inclusive leadership, you already know how crucial it is to nurture a culture where everyone feels valued and respected. This new key is also very important on our inclusive leadership roadmap. Why? Because for most people, this will be the entry point to your organization. After all, you can’t have a diverse and inclusive workplace if you don’t hire diversely and inclusively. That makes sense, right?

For this conversation, I want us to welcome back our friends Sarah and John – two amazing people managers that we’ve met in previous posts in this series. Individuals who not only talk the talk, but also make sure to walk the walk! Both are full-fledged disability inclusion champions at their organization. But I also want to bring back another regular to this conversation, and that is Khaleem. You might remember him from previous posts and resources on this site as well, for he is an equally talented individual who happens to be blind and currently navigating the job market.

So, what might leaders like you learn from Sarah’s and John’s action-oriented approaches to making their workplace more inclusive? How can Khaleem’s experience illuminate the roadblocks many candidates face, and how can we proactively tear those down? Let’s find out as we delve into the how-to’s of inclusive hiring practices, learning from Sarah’s, John’s and Khaleem’s experiences to help you make your own organization a beacon of inclusivity. Sounds good? Let’s dive in!

The gap in traditional hiring practices

But first, a reality check! If you’ve ever been involved in a hiring process, then you know that it isn’t a one-size-fits-all deal. After all, the narrower your lens, the more you’ll miss out on a whole spectrum of talent! Traditional hiring practices often inadvertently sideline candidates with disabilities. From complex online applications to job requirements that don’t actually relate to job performance, the standard approach to hiring is in dire need of an overhaul…

That’s where our dynamic duo of Sarah and John comes in. When they stepped into their roles as people managers, they both realized something wasn’t adding up. The organization’s talent pool looked strangely homogenous. They spotted the gaps – job ads that weren’t accessible, no partnerships with organizations focused on disability, and an interview process that didn’t offer reasonable accommodations. Does any of that sound familiar?

Sarah and John saw these issues not just as hurdles for candidates but as missed opportunities for the company. Because let’s face it folks, if you’re not hiring from a diverse talent pool, you’re missing out on innovative ideas. Recognizing this, Sarah and John went to work!

It’s also worth mentioning the candidate’s perspective. Imagine you’re Khaleem, a skilled professional who happens to be blind. You find an ad for a job you’re perfect for, but the application platform is a maze of accessibility barriers. What are the odds you’ll follow through? The truth is that barriers like these often force talented individuals to opt out before they even get a chance to show what they’re made of. Making the entire process feel rigged.

So, if you’re still running with the traditional playbook, it’s time to shake things up! Start asking the tough questions and begin to see hiring as an opportunity for everyone to benefit. The gaps are there, but so are the solutions. And that’s what we’ll dive into next.

It all starts with an accessible job ad

Picture this: you’re scrolling through a list of jobs online. Most of them are filled with jargon and vague requirements. And oh boy, let’s not forget about those inaccessible PDF files that are anything but screen-reader-friendly! Frustrating, isn’t it? Well, that’s where inclusive hiring starts to flex its muscles – right at the job ads.

When Sarah and John first analyzed their organization’s job ads, they weren’t particularly impressed. The language was confusing, overly complex, and the ads weren’t very accessible. They were practically shouting, “If you have a disability, good luck applying!” Uncool, right? So our friends got down to business. They reworked the language to be straightforward and ditched the jargon. They made sure the ads were screen-reader-friendly and hosted on accessible platforms.

I mean, let’s be real here. Not everyone’s a tech wizard, nor should they have to be to apply for a job! So Sarah and John also incorporated plain text descriptions and made sure the ads were easy to navigate for everyone. Simple changes, but oh-so effective! Complete night and day.

Now, what did this look like from the candidate’s viewpoint? Khaleem, our job-seeker, appreciated these efforts more than you can imagine! What a breath of fresh air to click on a job ad and actually be able to digest the information without pulling out his hair!

The bottom line? Job ads aren’t just ads; they’re your organization’s first handshake with potential employees. So make them inclusive and welcoming! It’s not just about being nice; it’s about tapping into a talent pool that’s rich, diverse, and ready to bring their A-game to your team.

Diverse talents are out there, but finding them is key

Alright, so you’ve cleaned up your job ads. Good on you! But let’s not stop there. Accessible ads alone won’t bring the diverse talent knocking on your door. Posting an accessible ad on your usual channels is like fishing in the same pond and expecting entirely different fish. So, how do you cast a wider net?

You can already imagine that Sarah and John weren’t content just to sit back and wait… They actively sought out where the diverse talents were hanging out. They started building bridges with organizations that focused on helping folks with disabilities get jobs. Forming partnerships with such nonprofits and agencies was a game-changer.

Now, why would they spend so much time doing this? It wasn’t just for show! Networking with these organizations, attending their events, and even hosting workshops brought a fresh mix of candidates through the door. It allowed our friends to tap into a goldmine of candidates they otherwise never would have had access to. People who are easily overlooked but have killer skills!

Again, flip the script and look at it from Khaleem’s angle. He’s plugged into these organizations. He actively uses them to find jobs. When he sees companies like Sarah’s and John’s actively engaging with his community, it’s not just a win; it’s a slam dunk! He knows this is an organization that values him beyond the checkbox of ‘diversity hire.’ This builds loyalty. It builds trust.

Active engagement is your golden ticket to finding the talent that you didn’t even know existed. You can’t sit and wait for diverse talent to come knocking. You’ve got to go out, roll up your sleeves, and dig into those communities. Sarah and John took that plunge, and their talent pool is now a lot richer for it! Now it’s your turn. So go ahead, step out of that comfort zone and start fishing in new ponds.

Setting up for full interviews… and beyond

So now, you’ve got a pile of resumes from some top-notch, diverse candidates. Beautiful! What’s next?

Well, the interview stage and what follows is where the rubber meets the road! How do you ensure that your process is as welcoming as a warm hug? No pressure, but this is your chance to make or break that inclusive atmosphere you’ve been striving for. Now’s not the time to mess it up!

Sarah and John knew this part was crucial. They were not just inviting candidates for interviews. They asked them whether they needed accommodations right off the bat. Sign language interpreters? Check! Extra time for that tricky skills assessment? You got it! They made sure the interview process was as barrier-free as possible. They even extended this approach to virtual interviews, ensuring that the platforms used were accessible to everyone. They made sure the experience was seamless.

And let’s not forget onboarding! That first week on a new job can be nerve-wracking for anyone, even more so if you have a disability! Sarah and John understood this as well! Whether it’s making sure screen reader software is installed, or ergonomic furniture is in place, they covered all bases to ensure their new hires could hit the ground running and were set up for success from day one.

Now, let’s flip back to Khaleem one more time… His lived experience includes more than his fair share of interviews ranging from uncomfortable to downright discriminatory. He knows first-hand that interviews and first days can be anxiety-inducing, especially when accommodations are hit or miss. But the minute he felt valued and accommodated, he knew he’d hit the jackpot! This didn’t just make him feel welcomed. It excited him to join a workplace that already showed it cared about his success. How thrilling!

Truly committing to inclusive hiring is about the entire experience leading up to it and the support that follows. It’s your chance to show that your organization isn’t just talking about inclusion; it’s embodying it. Make those necessary changes, and both your new hires and your company will reap the benefits.

The ripple effect of inclusive hiring

What all of this comes down to is that inclusive hiring isn’t a one-and-done deal; it’s an ongoing commitment that extends far beyond a job ad or an interview. And the payoff? Well, let’s just say the rewards go beyond just filling an open position! You’re creating a culture of belonging, one where everyone feels they have an equal shot at success. That’s something money can’t buy.

Our friends’ experience shows us this is not only doable – it’s essential. Sarah and John are not just hiring new employees. They’re cultivating future leaders who will carry the torch of inclusion. They’re building a future where talent is recognized and nurtured, regardless of physical or cognitive differences.

And from Khaleem’s perspective, landing a job in such an inclusive environment isn’t just about getting a paycheck! It’s an absolute game-changer that impacts his career trajectory and well-being. He becomes a valuable asset to an organization that recognizes and appreciates his unique skills.

Now, think about this: when you set up even one person for success, it creates a ripple effect. That individual becomes a catalyst for positive change, affecting colleagues, projects, and, ultimately, your organization’s bottom line.

So, are you ready to make some waves? As it often does it starts with you, the leader. With a dash of awareness, a sprinkle of preparation, and a heap of compassion, you can make your hiring process a beacon for inclusion! And who knows, maybe someday, your organization might become the gold standard that others strive to emulate. Why not?