CareerCircle hosted a webinar on "How to Be an Ally Beyond Pride Month," highlighting the importance of supporting our LGBTQ+ friends and colleagues all year round, not just in June.

WEBINAR: How to Be an Ally Beyond Pride Month

In recent years, the corporate landscape has shown a marketed openness towards hiring a more diverse workforce, including persons with disabilities. This shift comes from a growing awareness among business leaders who want to deepen their understanding of the true meaning of inclusion. They recognize that creating a work environment that truly helps persons with disabilities is a moral imperative and an opportunity to foster diverse perspectives.
However, many companies still face the complexities of building a culture that fully supports employees with disabilities. There remains a large gap between the intent to be inclusive and the practical implementation of inclusive practices, and many great employees are left underemployed or unemployed as a result. In fact, the unemployment rate for those with disabilities is 9.2% &mdash; more than double the unemployment rate of those without.
Moreover, employees often remain hesitant to disclose their disabilities. For business leaders, it is important to learn more about disabilities and all that employees need to thrive within an organization.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">1. React Empathetically and Create a Supportive Environment</h2>
More than <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">70% of people with disabilities fear</a> repercussions such as being fired when disclosing a disability. Thus, when an employee discloses a disability, the manager's immediate response is crucial in easing that employee&rsquo;s mind and fostering an environment of trust. It is essential to respond with empathy and reassurance, expressing gratitude for their trust and affirming their value to the team. 
A simple acknowledgment such as &ldquo;Thank you for sharing this with me. I appreciate your trust and want to ensure you feel supported here&rdquo; sets a positive tone. This response is mind-easing, informing them that their disclosure will not impact their job security or opportunities for advancement.
Managers should also consider offering immediate supportive measures. These could include flexible work arrangements or accessibility adjustments. Making these changes shows that you are being proactive in helping the employee. An empathic and supportive environment will boost workplace success, as <a style="text-decoration: none;" href="https://designerly.com/return-to-work-plan/">85% of company leaders</a> saw increased team productivity.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">2. Understand and Document the Employee&rsquo;s Needs</h2>
Engaging in respectful dialogue is crucial once an employee has disclosed their disability. Managers should initiate a thoughtful discussion, asking open-ended questions like, &ldquo;What adjustments can make your work environment better?&rdquo; or &ldquo;Are there specific tools that could enhance your productivity?&rdquo;. This method allows the worker to express their needs without feeling pressured.
Documentation is also critical to this process. It is imperative to record the details of the accommodations needed and make sure these records are confidential. Of course, you should only keep records of these if you have the employee&rsquo;s consent and ensure they are secure.&nbsp;
Next, managers should outline clear next steps and establish a timeline for implementing accommodations and communicating this openly. Schedule regular follow-up meetings to ensure the accommodations work effectively and make necessary adjustments. Demonstrating this commitment will ensure they feel comfortable and succeed at work.&nbsp;
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">3. Develop an Accommodation Plan</h2>
Crafting an accommodation plan is critical in helping an employee with a disability. Since employees spend about <a style="text-decoration: none;" href="https://www.mydoceo.com/blog/5-ways-to-motivate-your-team/">one-third of their day at work</a>, ensuring this portion of their daily life is comfortable and productive is crucial. This process should be collaborative, involving communication and mutual agreement on the best accommodations.
Still, many employers shy away from discussions of accommodation, fearing financial repercussions for the company. However, in reality, <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">most accommodations cost less than $500</a> and most cost nothing at all. Clearly, the cost of making reasonable accommodations is far less than the cost of losing a great employee over a lack of collaboration and communication surrounding their needs.
Start by mapping out the specific adjustments required. These could include rearranging the scheduling, modifying the workplace or providing access to specialized equipment. During this process, managers should remain flexible and open-minded. Sometimes, these changes involve trial and adjustment periods alongside creative thinking. Ensure the plan is detailed and includes timelines for implementing each one.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">4. Training and Sensitivity Awareness for Teams</h2>
Training and raising sensitivity awareness among all team members is essential for creating an inclusive work environment. With <a style="text-decoration: none;" href="https://www.careercircle.com/blog/post/embracing-neurodiversity-in-the-workplace-a-practical-guide-for-employers">one in five Americans</a> being neurodivergent and <a style="text-decoration: none;" href="https://www.pewresearch.org/short-reads/2023/07/24/8-facts-about-americans-with-disabilities/">13% of the population</a> having some kind of disability, it becomes increasingly important for workplaces to understand the range of cognitive, neurological and physical disabilities that affect people. The training should also cover the importance of inclusion and the best ways to provide support.
It should cover topics such as:
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<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The different disabilities, including invisible conditions.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
An understanding of each disability and relative terminology.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The barriers persons with disabilities face in the workplace.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
How to be respectful in communicating with disabled coworkers.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The appropriate ways to offer aid.
</li>
</ul>
Team members should also feel encouraged to ask questions and learn from each other. Additionally, these sessions should stress the importance of empathy and how even the smallest accommodations can enhance a colleague&rsquo;s life.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">5. Provide Supportive Employee Resource Groups</h2>
Employee resource groups (ERGs) are volunteer, employee-led groups that aim to provide opportunities for internal advocacy and professional development. Creating ERGs for employees with disabilities can greatly enhance their work experience. It does so by providing a platform for sharing experiences, addressing common challenges and building a support network.
For instance, groups for neurodivergent employees offer a forum for sharing strategies that enhance focus and productivity. This can be particularly beneficial for those with attention-deficit hyperactivity disorder (ADHD). Groups might also advocate for noise-canceling headphones <a style="text-decoration: none;" href="https://www.forbes.com/sites/markcperna/2023/10/24/how-companies-can-promote-a-culture-of-inclusion-for-adhd-employees/?sh=6905a37d5ad2">and promote a better understanding of neurodiversity</a> and their needs.
Another example could be an ERG that provides a supportive space for discussing mental health challenges and coping mechanisms. They might promote policies that sustain cognitive health and increase awareness of the issues they experience.
Similarly, ERGs can raise awareness <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">about the 70% of disabilities</a> that are not immediately apparent, such as Ehlers-Danlos Syndrome (EDS). Employees who understand hidden disabilities ensure their coworkers receive the help needed to perform their best. As long as management actively backs these groups with resources and raised voices, companies can create an inclusive environment for all.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">6. Help Employees Access Their EAP</h2>
Employee Assistance Programs (EAPs) offer confidential counseling services, support for mental health, legal assistance and more. Managers must ensure employees are well-informed about EAPs and know how to access services. Ensure you provide an educational session and present the information in ways that help all employees understand.
Facilitating easy access to EAP services is also essential. The process should be seamless, with minimal barriers, and team members should be able to use them without facing hurdles. For instance, offering multiple communication options can cater to different needs. Additionally, encouraging them to use the services and normalizing the discussion around them can destigmatize seeking help.
<h2 style="margin-top: 18pt; margin-bottom: 4pt;">Embodying Inclusivity in the Workplace</h2>
To help disabled employees, create a workplace where empathy, understanding, and proactive support are the norm. By implementing several best practices, managers can lead by example and create a truly inclusive workplace. However, inclusion is more than about accommodations &mdash; it also involves valuing every individual&rsquo;s contribution and ensuring they have the opportunity to succeed.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of <a href="https://designerly.com/" rel="follow">Designerly Magazine</a> or as a staff writer at sites such as HR.com and Clutch.co.
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Discover effective strategies to create an inclusive workplace for employees with disabilities. Learn about empathy, accommodation plans, training, supportive ERGs, and valuable resources for ongoing support.

6 Best Practices for Supporting Your Employee After a Disability Disclosure

Imagine a workplace where your actual skills weigh more than the diplomas on your wall or the accolades on your resume. Welcome to the core of skills-based hiring&mdash;where real skills take precedence over traditional credentials, leading to a workspace as diverse as the society we live in. 
In this environment, every skill has the power to unlock potential, placing practical abilities center stage. Skills-based hiring levels the playing field for everyone&mdash;veterans, mothers returning to the workforce, members of the BIPOC community, and other underserved groups. By adhering to rigid credential requirements such as college degrees, businesses miss out on a deep reservoir of untapped talent. Instead, they should embrace what might initially seem unconventional, transforming individuals&rsquo; unique capabilities into the cornerstone of organizational strength. 
With a focus that shifts from 'who you know' and 'where you've been' to 'what you can achieve,' businesses are not just filling roles but building powerhouses of innovation and resilience. Let&rsquo;s explore the transformative impact of skills-based hiring and see how it&rsquo;s not just altering the landscape; it&rsquo;s setting new standards.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Broadening Horizons: The Practical Impact of Skills-Based Hiring </h2>
Skills-based hiring transcends traditional methods that focus solely on technical abilities and educational backgrounds. This holistic approach evaluates a candidate&rsquo;s potential to contribute effectively to a company&rsquo;s culture and long-term goals. It emphasizes the variety of perspectives that individuals from different life experiences bring to the table, which are crucial for fostering true innovation and problem-solving in dynamic business environments. 
Veterans: Bringing Battlefield Skills to Business 
Individuals with military experience have operated in the most high-pressure environments imaginable. They've led teams, made critical decisions under fire, and adapted to rapidly changing conditions. Isn&rsquo;t it time we recognize these invaluable skills within the civilian workforce? 
Veterans often enter the civilian job market with a unique set of skills. By harnessing skills-based hiring, organizations can capitalize on these attributes&mdash;leadership, teamwork, and problem-solving&mdash;<a style="text-decoration: none;" href="https://www.onetonline.org/">translating military precision into business success.</a> 
Women Returning to the Workforce: Harnessing Organizational and Emotional Intelligence 
Moms have mastered the art of negotiation, conflict resolution, and crisis management. As the primary orchestrators in their households, they negotiate daily&mdash;from managing sibling disputes to balancing family budgets&mdash;making them adept at finding a middle ground under pressure. These powerhouse multitaskers bring resilience and perspective that can only be honed through life&rsquo;s toughest challenges&mdash;raising the next generation. They develop an unparalleled capacity to prioritize, multitask, and respond dynamically to complex situations. This makes them invaluable assets in any workplace, bringing depth, endurance, and a proactive approach to professional challenges. By acknowledging and valuing these skills, employers can harness the full potential of mothers returning to the workforce, transforming organizational dynamics with their robust skill sets and unique insights. 
For mothers reentering the workforce, the gap in their resumes can overshadow their profound capabilities. Skills-based hiring allows them to demonstrate their strong organizational skills, emotional intelligence, and unparalleled ability to manage multiple priorities&mdash;qualities that breathe life into team dynamics and enhance project outcomes. 
BIPOC Individuals: Unlocking a Wealth of Diverse Perspectives
 Skills-based hiring can significantly reduce the barriers that often exclude Black, Indigenous, and People of Color (BIPOC) from job opportunities. BIPOC candidates frequently face systemic barriers that may limit their access to traditional educational paths. By prioritizing skills over degrees, businesses tap into a rich reservoir of creativity and insight, enriching their teams' problem-solving capacity and cultural competency. 
For BIPOC candidates, skills-based hiring means an opportunity to be evaluated on their actual abilities and potential rather than their background or educational attainment. This fosters a more inclusive recruitment process that appreciates their unique insights and experiences, driving creativity and problem-solving within teams.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">The Urgent Case for Change</h2>
Consider the potential loss when a powerhouse employee is overlooked because they lack a college degree, even though they possess the exact skills your company desperately needs. This is the harsh reality of credential-based hiring&mdash;a dated approach that disregards a wealth of talent. Skills-based hiring dismantles these barriers.&nbsp; 
Behind every resume is a real person with unique abilities, and we can no longer afford to assume that only those who tick every traditional box are the best fit for the job. There is an incredible pool of talent out there, ready to be tapped by businesses willing to embrace a more flexible, skill-focused hiring strategy. 
Now that you understand the advantages of shifting to a skills-based strategy to future-proof your business, what steps can talent acquisition leaders take to implement this approach?
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">How to Implement Skills-Based Hiring Effectively</h2>
Lead with Conviction
Change must start from the top. Leaders must champion this shift, not just with words but through action. When management sets a precedent for valuing skills above all, the entire company listens, learns, and follows. This commitment at the highest levels is contagious&mdash;it transforms company culture from the inside out. 
Redefine Job Descriptions
<a style="text-decoration: none;" href="https://go.careercircle.com/skills-centric-job-descriptions-visual-roadmap-0">Start by overhauling job descriptions</a> to focus on the essential skills required for the position rather than listing degrees as prerequisites. This encourages a broader range of applicants, ensuring that the job attracts those truly capable of performing the role, regardless of their educational background. 
Adapt Your Interview Process
Revise your interview processes to assess skills through practical tasks, simulations, or problem-solving exercises. This gives all candidates a fair chance to demonstrate their capabilities in real-world scenarios, reducing biases that might favor those with more traditional credentials. 
Cultivate Culture with Purpose
Embracing diversity means reshaping your company culture to accept, celebrate, and nurture your workforce's varied backgrounds and experiences. It's about creating a space where different voices are heard and valued, where every employee feels empowered and integral to the company&rsquo;s success. 
Celebrate and Scale Success
Highlight the success stories. Shine a light on those hires who've risen swiftly through the ranks not because of their academic credentials but due to their sheer skill and impact. Use these stories as benchmarks for what&rsquo;s possible when talent&mdash;not titles&mdash;takes the lead. 
Leading by Example: Success in Action 
Look at companies like <a style="text-decoration: none;" href="https://www.computerworld.com/article/1612670/companies-move-to-drop-college-degree-requirements-for-new-hires-focus-on-skills.html#:~:text=At%20Google%2C%20a%20four%2Dyear,engineering%20or%20product%20manager%20positions.">Google, which has increasingly moved away from degree prerequisites to focus on candidates' skills</a>. They&rsquo;re enriching their teams with multifaceted individuals who bring more to their roles than traditional education could ever encapsulate. 
Continuous Training and Development
Implement ongoing training and professional development programs to ensure that all employees, regardless of their entry point, can grow and adapt to evolving job requirements. This not only supports the initial hiring decision but also promotes long-term success and employee retention.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Lead the Change</h2>
Skills-based hiring is the future. It&rsquo;s how we build companies that aren&rsquo;t only diverse, but deeply inclusive and at the forefront of innovation. We&rsquo;re not checking boxes; we&rsquo;re breaking down the barriers to employment. Help your organization redefine success and recognize that the strongest teams are built on a foundation of varied skills and real-world experiences. For talent acquisition, the message is clear: the future belongs to those who recognize and nurture diverse talents, making skills-based a necessary shift for sustainable success.

Embrace skills-based hiring to foster diversity, inclusivity, and innovation by prioritizing abilities over traditional credentials.

Why Skills Matter: Transforming Talent Acquisition for Greater Diversity

Skills-based hiring prioritizes practical abilities over traditional credentials, fostering diversity and inclusivity. This approach empowers veterans, returning mothers, and BIPOC individuals, driving innovation and resilience. By revamping job descriptions and interview processes, businesses can build a dynamic, inclusive workforce, future-proofing their success.

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*UPGRADE IN PROGRESS* -- CareerCircle is upgrading its capabilities and as a result the system may be temporarily unavailable as we bring new capabilities and infrastructure online to better serve our members.&nbsp; If you receive an error during this timeframe please bear with us as we're working to improve our system and you may need to retry that operation at a later time.&nbsp; &nbsp;

Keep up to date with CareerCircle's latest blog posts on keeping an inclusive workforce.

WEBINAR: How to Be an Ally Beyond Pride Month

6 Best Practices for Supporting Your Employee After a Disability Disclosure

Why Skills Matter: Transforming Talent Acquisition for Greater Diversity

WEBINAR: How to Be an Ally Beyond Pride Month

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