Part 4: Self-ID and Self-Disclosure
Employers that focus on fostering inclusive environments are more likely to attract job candidates with disabilities. In this final installment of our series on &ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities,&rdquo; we&rsquo;re exploring self-ID/self-disclosure, and ways to build an inclusive work environment that encourages both.
What&rsquo;s the difference between Self-ID and Self-disclosure?
Self-Identification&nbsp;or &ldquo;self-ID&rdquo; is the act of checking a box on a disability disclosure form. It is required by federal contractors through the voluntary self-identification form for Section 503 requirements.
Self-disclosure&nbsp;is the act of personally communicating a disability to another person. It is a personal decision and can occur at any time and be shared with anyone. An individual is only required to disclose when requesting an accommodation.
Unlike a self-ID campaign that uses a form to ask employees if they have a disability, self-disclosure can occur in various ways, including:
<ul>
<li>In a conversation between two colleagues</li>
<li>More formally between an employee and their manager</li>
<li>With human resources or the benefits or accommodations team</li>
<li>In an employee resource group (ERG) or business resource group (BRG) for employees with disabilities</li>
</ul>
Why don&rsquo;t individuals self-ID?
People choose not to self-ID for various reasons, including the following:
<ul>
<li>Concern for confidentiality</li>
<li>Fear that they will be looked at or treated differently</li>
<li>Lack of understanding around the definition of disability or lack of realization that they have one</li>
<li>Unclear about the individual benefits of self-ID</li>
<li>Unaware of the Section 503 requirement</li>
</ul>
Why don&rsquo;t individuals self-disclose?
Many people with disabilities report having felt discriminated against during the employment process because of a disability. These experiences often discourage them from self-disclosing at work. Here are other reasons why people don&rsquo;t self-disclose:
<ul>
<li>Fear of being treated differently, or being known for their disability</li>
<li>No need for accommodations or unaware of company&rsquo;s accommodation process</li>
<li>Don&rsquo;t understand the definition of disability and/or that they have one</li>
<li>Company&rsquo;s workplace environment and workforce don&rsquo;t feel inclusive or encourage self-disclosure</li>
<li>Desire privacy</li>
</ul>
How can you increase self-ID/disclosure?
To increase self-ID/disclosure, employers should focus on creating a culture and environment of inclusion. Here are some tips to help:
<ul>
<li>Provide regular communication (quarterly at least) to all employees about the importance of inclusion and diversity to the company. Ideally, the message should come from executive leadership.</li>
<li>Offer resources like disability etiquette and awareness trainings to all employees.</li>
<li>Communicate the company&rsquo;s accommodation statement, process, and benefits (including flexible work schedules, options for paid time off, etc.), as this may help an employee feel more comfortable.</li>
<li>Recognize and celebrate disability awareness months and days both internally and externally on social media channels. Examples include National Disability Awareness Month (NDEAM), which occurs every October.</li>
</ul>
Talk about it. It can all start with you.&nbsp;Bring up any of these best practices to your team or manager, or share your personal story if you identify as having a disability, are a caregiver, or are passionate about inclusion, and feel comfortable disclosing the information.
Additionally, your organization can create a&nbsp;<a href="https://www.careercircle.com/blog/post/how-can-organizations-host-effective-self-id-camp" rel="follow noopener" target="_blank">self-ID campaign</a>&nbsp;to encourage current employees to identify has having a disability. In this case, employers should:
<ul>
<li>Provide an explanation to employees about why the company is interested in gaining this information and how it will be used.</li>
<li>Assure confidentiality.</li>
<li>Offer a choice to either remain anonymous or disclose a name on the self-ID surveys.</li>
<li>Keep self-ID surveys separate from other employee engagement surveys, especially from benefits communication.</li>
<li>Include the definition of disability and examples, especially non-apparent disabilities</li>
</ul>
Employers must make understanding and improving the candidate experience for job seekers with disabilities a priority. For an in-depth look at how to do this, and get insights from actual employees on self-ID,&nbsp;<a href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities" rel="follow noopener" target="_blank">download our e-book, &ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities.&rdquo;</a>
For more resources and guidance on the candidate experience, contact the CareerCircle team at gettinghired@careercircle.com.&nbsp;
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Attract job candidates with disabilities by fostering an inclusive environment. Learn about self-ID and self-disclosure.

Candidate Experience Series Part 4: Self-ID/ Disclosure

From early career talent up to the CEO, and all 11,000 employees in between, Lincoln Financial fosters a workplace environment and culture where women can succeed. Today, women comprise 64% of Lincoln&rsquo;s workforce, hold 52% of all management positions and represent 42% of the company&rsquo;s officer-level population (which includes Assistant Vice Presidents and above).
To help build this inclusive workplace, Lincoln prioritizes pay equity, executive development opportunities for women, and women-specific resource groups for employees and the financial professionals in its network. 
<h3>Leadership with a Laser-Focus on Diversity, Equity, and Inclusion </h3>
&nbsp;In 2022, Ellen Cooper became Lincoln&rsquo;s first woman president and CEO after 10 years as a Lincoln executive. Ellen and her leadership team set the tone for the organization&rsquo;s inclusive culture &ndash; in fact, diversity, equity, and inclusion is one of the company&rsquo;s leadership expectations &ndash; core traits Lincoln uses to hire and develop talent. Recently, Ellen was named one of <a href="http://womeninc.com/reach-back-move-forward1/" rel="noopener" target="_blank">WomenInc.&rsquo;s</a> &lsquo;Most Influential&rsquo; Executives of 2022 &ndash; in an article, Ellen wrote for the publication, she discusses the meaningful impact of mentorship and sponsorship, particularly for women and people of color.
<h4><a href="https://www.gettinghired.com/company/118247/lincoln-financial-group" rel="noopener" target="_blank"><img src="https://cdn.buttercms.com/PVXmjXJ6RTu4V6vgfynD" width="299" height="418"></a> </h4>
<h3> Women-Specific Resource Groups</h3>
 To support its diversity, equity, and inclusion strategy, Lincoln enlists the help of its seven different employee-led Business Resource Groups (BRGs). BRGs identify opportunities to enhance workplace engagement and community outreach along diverse demographics. Lincoln&rsquo;s Women&rsquo;s BRG is one of its largest, with around 900 members. The Women&rsquo;s BRG impacts Lincoln and its surrounding communities through initiatives including financial literacy series, professional networking and leadership development events, and partnership with local philanthropic organizations.
 To better support the unique needs of the company&rsquo;s women financial advisors and clients, The WISE Group (Women Inspiring, Supporting, and Educating) was established 10 years ago at Lincoln. Based on the successes and learnings from the WISE group, in recent years Lincoln launched its Women in Sales Network (WISN) to create a community for women in the company&rsquo;s Distribution organization. Additionally, Lincoln&rsquo;s Women in Investing Network (WIN), provides a forum for networking and professional development for women involved in all aspects of financial services. 
One of Lincoln&rsquo;s primary areas of focus is growing the number of officer-level women through deliberate and focused career development programs such as the Women&rsquo;s Leadership Summit. These programs showcase the accomplishments and contributions of Lincoln&rsquo;s women leadership, both internally and within the industry, and provide opportunities to learn more about new business opportunities within the company. Officers are empowered to seek their highest level of personal and professional potential to make an even larger impact within the organization, marketplaces, and communities Lincoln serves. 
<h3>Awards Celebrating the Commitment to Gender Equality</h3>
 Lincoln has been recognized for the outstanding contributions of every Lincoln employee in building an inclusive culture. In 2022, Lincoln was named to the <a href="https://newsroom.lfg.com/lincoln-financial-group-named-to-forbes-list-best-employers-for-women.htm#%3A%7E%3Atext%3DRADNOR%2C%20Pa.%2C%20July%2027%2Cportal%20and%20industry%20ranking%20provider" rel="noopener" target="_blank">Forbes List of Best Employers for Women,</a> in addition to other awards like the <a href="https://newsroom.lfg.com/lincoln-financial-group-included-in-2023-bloomberg-gender-equality-index.htm" rel="noopener" target="_blank">Bloomberg Gender-Equality Index,</a> the <a href="https://newsroom.lfg.com/lincoln-financial-group-earns-top-score-in-human-rights-campaign-foundations-2022-corporate-equality-index.htm" rel="noopener" target="_blank">Corporate Equality Index,</a> and a perfect score on the <a href="https://newsroom.lfg.com/lincoln-financial-group-earns-seventh-consecutive-100-score-on-disability-equality-index.htm" rel="noopener" target="_blank">Disability Equality Index.</a>
 Lincoln looks forward to continuing the advancement of women in the financial services industry. 
 Click&nbsp;<a href="https://www.careercircle.com/companies/lincoln-national-corp-29edbce8-184b-4aa4-a743-71f5578340a0" rel="follow">here </a>to learn more about Lincoln Financial Group and apply for available roles today!&nbsp; <a href="https://www.gettinghired.com/advancing-women" rel="noopener" target="_blank"></a>

Lincoln Financial fosters a culture where women succeed, with 64% of the workforce and 52% in management roles.

Advancing Women at Every Career Level with Lincoln Financial Group | Getting Hired

Advancing Women at Every Career Level with Lincoln Financial Group

Diversity doesn't just mean including men and women from various ethnic, racial, or religious backgrounds. Workplace inclusion means businesses will benefit from hiring young individuals and LGBTQ+ employees. It also means that companies must provide a safe and supportive atmosphere for individuals to thrive. Check out the nuances of the LGBTQ+ early talent in the workforce below.
&nbsp;
<h2>The Obstacles New Graduates and The LGBTQ+ Grapple With</h2>
Many stories exist about fresh college graduates who have trouble getting into the companies they've dreamt of. The same holds true for LGBTQ+ workers, with the International Labor Organization noting that they face discrimination in the hiring process because people prefer typical employees.
&nbsp;
The young age connotes a lack of experience, limiting job opportunities. According to statistics, the world has an all-time high unemployment rate, with about 71 million young adults out of jobs. Similarly, openly homosexual and queer applicants in specific industries are 40% likely to be offered job interviews. Transgender people have it more challenging, with a three times higher unemployment rate than the national average. This sorry state also spells trouble not just for the young graduates and the LGBTQ+ but for employers who could miss out on these early talents in the job market. 
<h2>The Benefits of Hiring Young Talent</h2>
Companies should not ostracize young talents because they can contribute significantly with their eager attitude and fresh minds. Those who have the hiring powers ought to consider more young people in their organization for the following reasons:
&nbsp;
<ul>
<li>Boundless Enthusiasm: Young people have boundless enthusiasm with their seemingly limitless energy. They are more open to learning new tasks and accepting challenges to improve their skills and attain experience. Early talents typically brim with passion and are eager to learn more because they see it as an opportunity for growth.</li>
<li>Super Tech-Savvy: Young adults who enter the labor force grew up with gadgets. They are well-versed in navigating new machines and apps. With more companies using innovative tech solutions, hiring someone young is more cost-efficient since they are more familiar with tech and work faster. And teaching them is a lot easier, which allies with the saying, "you can't teach an old dog new tricks."</li>
<li>Fresh Perspectives: Early talent in the workforce is usually overflowing with new perspectives and creative ideas. Having someone young in the boardroom is vital because this promotes continuity. The next generation of leaders can only gain experience if they collaborate with senior management. Companies in search of new solutions and growth opportunities need young people.&nbsp;</li>
</ul>
&nbsp;
There are so many more reasons for companies to employ young people. Hiring young employees brings innovation and fresh perspectives, which could improve job performance and productivity. More importantly, investing in young talent means training future leaders.
&nbsp;
<h2>The Advantages of Workplace Diversity with LGBTQ+ Employees</h2>
For a long time, the LGBT community was subjected to unwarranted discrimination at work. They often experience mistreatment and harassment. Thankfully, worldwide initiatives like the celebration of Pride Month and the approval of same-sex marriages in many countries have resulted in many improvements.
&nbsp;
Awareness regarding LGBTQ rights has made it possible to change old mindsets. Creating LGBT inclusiveness as a part of the hiring process and existing office protocols brings many benefits, from improving employee satisfaction to increasing the company's bottom line. Check them out below:
&nbsp;
<ol>
<li>Attract and Retain Talent: Companies that encourage individuals to bring their authentic selves appeal to job hunters and retain existing workers. After all, people do not want to belong to organizations that are not free to be themselves. At the same time, non-LGBTQ employees may have relatives and friends who've experienced office bullying, so they feel for them and shun oppressive working conditions. Hence, companies that foster an atmosphere where people are not judged, and everyone is treated equally create a positive environment that allows employees to meet their full potential.</li>
<li>Attract More Business: Companies more supportive of the LGBTQ attract more patrons. Because of advocacies that support acceptance of the LGBTQ, most LGBTQ community members and their families and friends avoid making purchases from companies that discriminate. Moreover, most clients stay loyal and go out of their way to purchase goods and services from inclusive brands, even if the stores are out of the way or prices are more costly. As a result, inclusive companies enjoy higher profits and attract more clients.</li>
<li>Less Turnover: One of the most costly expenses in a company is hiring and training a new employee. Employees tend to leave places they don't feel comfortable in. Those who have to hide their identities leave because of stress and dissatisfaction. Companies that wish to improve employee retention rates and enjoy more significant work commitment from a loyal employee base must implement LGBTQ-friendly practices.&nbsp;</li>
</ol>
&nbsp;
Thus, companies need to set up specific policies that outline their position on LGBTQ rights. Apart from stating acceptable behaviors and establishing procedures for those who violate guidelines, it is also vital to re-establish equal hiring strategies, provide training, review benefits, and set up workplace inclusion programs to foster a better working environment for everyone.&nbsp; 
<h2>It&rsquo;s to Foster a Supportive and Inclusive Environment</h2>
Hiring LGBTQ and openly seeking young talent creates less workplace discrimination and fosters an inclusive culture for all workers. Having this kind of atmosphere improves the working environment and enhances employee engagement. A supportive environment open to all ages and genders:
<ul>
<li>Reduces complaints</li>
<li>Alleviates stress</li>
<li>Increases job satisfaction</li>
<li>Promotes a more positive relationship among colleagues</li>
<li>Boosts productivity and profits.</li>
</ul>
<h2> Final Thoughts</h2>
Acceptance of diversity encourages a sense of belonging, improves the employees' collective experience, boosts innovation, and inspires better leadership. Furthermore, a culture of inclusivity can help recruit and retain the talents needed for the business to succeed. Having an LGBTQ-friendly workplace that welcomes young applicants means that employees no longer need to hide their identity and are freer to be themselves. Happy employees equate to better productivity!
&nbsp; 
<hr>
 The CareerCircle platform is designed to connect you with the best and brightest candidates who bring unique perspectives and experiences to your team. Inclusion is not just a buzzword, it's a competitive advantage in today's rapidly evolving business landscape. Companies that prioritize equity and inclusion enjoy increased innovation, creativity, and employee satisfaction. Contact us at gettinghired@careercircle.com to take the first step toward building a more inclusive and successful workplace! 
<hr>
<h3>Content Collaborator</h3>
Meet Lucinda Martin, a writer and advocate for LGBTQ+ rights in the workplace. Lucinda is a trailblazer in her field, tirelessly working to promote acceptance and inclusivity in corporate environments. Even those who hire her from a <a href="http://studyfy.com/" rel="noopener" target="_blank">paper writing service</a> to spruce up their resumes are amazed by her results. She believes that every person, regardless of their sexual orientation or gender identity, deserves a workplace where they can thrive and be their authentic selves.

Looking to create a diverse and inclusive workplace that welcomes LGBTQ+ early talent?

Supporting LGBTQ+ Early Talent | Getting Hired

Looking to create a diverse and inclusive workplace that welcomes LGBTQ+ early talent? Our latest blog post provides expert insights and practical tips to help you support and empower LGBTQ+ individuals from the moment they join your team. Discover how you can foster an environment of respect, belonging, and equal opportunity, while unlocking the full potential of your early talent. Don't miss out on this essential guide to building a brighter future for your organization!

Supporting LGBTQ+ Early Talent

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Candidate Experience Series Part 4: Self-ID/ Disclosure

Advancing Women at Every Career Level with Lincoln Financial Group

Supporting LGBTQ+ Early Talent

Candidate Experience Series Part 4: Self-ID/ Disclosure

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