When developing job descriptions, employers tend to emphasize the specific abilities required to complete a job. These are typically identified as &ldquo;hard skills,&rdquo; and are most often learned through education or training (i.e. computer programming, foreign language proficiency, or a specific degree or certificate). However,&nbsp;<a href="https://www.nationalsoftskills.org/" rel="follow noopener" target="_blank">soft skills</a>&nbsp;can play an equally as important role in getting and keeping a job.
Soft skills are the personal attributes that enable us to interact effectively with others and succeed in the workplace. Sometimes they are referred to as &ldquo;people skills.&rdquo; Unlike some hard skills, soft skills are transferable from one job to another and are either inherent or developed over time. These are the attitudes, verbal and nonverbal behaviors, and habits that make us desirable employees and valuable team members.
Here are 7 soft skills that are sure to help you find and keep a job:
<ol>
<li>Communication&nbsp;&ndash; Effective communication is an essential skill to ensure job success. This not only includes being able to communicate well with clients or customers, but also with colleagues and managers. Significant aspects of communication in the workplace include the ability to listen, negotiate, persuade, deliver presentations/speak in front of others, write, and use nonverbal communication. For employees with disabilities, this also includes the ability to communicate about accommodations and other needs both during the interview process and while on the job. </li>
<li>Problem Solving &amp; Critical Thinking&nbsp;&ndash; The need to analyze, problem solve, and make informed decisions occurs consistently in any work setting. This includes the ability to be creative, flexible, and observant. Problem-solving skills are often one of the admirable qualities that employees with disabilities bring to the workplace, as people with disabilities are consistently required to think outside of the box or adapt a situation or environment to meet their needs. </li>
<li>Time Management&nbsp;&ndash; Good time management skills are important because they demonstrate the ability to prioritize and meet deadlines. It also proves that you are reliable. Time management not only means delivering assignments on time but also includes being on time for work, meetings, etc. Employees with disabilities may also have to consider any disability-related needs that may affect their time management at work. This could include factoring in extended time for restroom breaks, meals, or completing projects. &nbsp;
It&rsquo;s important to remember that managing your time effectively not only impacts you, but your colleagues as well. Quite often, our work correlates with others&rsquo;, and a missed deadline can reflect negatively on an entire team or business.
</li>
<li>Teamwork&nbsp;&ndash;&nbsp;Employers&nbsp;consistently seek job candidates who work well with others. Even if a job requires you to complete most of your work independently, you will inevitably need to interact with others at some point. Essential components of teamwork include the ability to accept and apply feedback from others, recognize and appreciate diversity (including disability), be self-aware, resolve conflicts, and work collaboratively. </li>
<li>Work Ethic/Professionalism&nbsp;&ndash; Having a strong work ethic is an impressive quality to demonstrate to an employer. People with a strong work ethic don&rsquo;t require micromanaging. Instead, they are responsible, meaning they arrive on time to work, meet deadlines, remain focused and organized, dress appropriately and generally follow instructions well. </li>
<li>Positive Attitude&nbsp;&ndash; Demonstrating a positive attitude can make all the difference in getting a job and succeeding in the workplace. Employees who are friendly, excited about their work, and have an overall positive attitude even as they interview are more likely to impress employers. This is especially helpful in fast-paced or high-stress environments. </li>
<li>Self-Confidence&nbsp;&ndash; Many other soft skills derive from having self-confidence. If you don&rsquo;t have confidence in your skills and abilities, it will be difficult to effectively apply other skills in the workplace. Being self-confident helps you not to take things personally and provides a sense of strength as you pursue your professional goals and help your employer succeed. It can also help you make confident, timely decisions and easily adapt to changes. </li>
</ol>
While developing your soft skills doesn&rsquo;t happen overnight, it is never too late to work on them. Simply observing people who demonstrate these qualities or asking someone to mentor/coach you in these areas can be beneficial. Additionally, choosing to take on more responsibilities in the workplace, such as serving on committees or signing up for an additional project, can help you hone your strengths and recognize areas for improvement.
For more resources and best practices on soft skills, check out the&nbsp;<a href="https://www.nationalsoftskills.org/" rel="follow noopener" target="_blank">National Soft Skills Association</a>. Job seekers and employees with disabilities can also reach out to the&nbsp;Getting Hired team&nbsp;for resources and ideas on how to develop your soft skills.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Discover 7 essential soft skills to boost your job success and workplace effectiveness.

7 Essential Soft-Skills for Getting and Keeping a Job

Discover the top 7 soft skills that enhance job performance and foster a positive workplace environment.

Throughout the past 60 years, the meaning of the phrase, &ldquo;diversity in the workplace,&rdquo; has significantly evolved. Though its&nbsp;<a href="https://www.shrm.org/hr-today/news/hr-magazine/pages/title-vii-changed-the-face-of-the-american-workplace.aspx" rel="noopener" target="_blank">origins</a>&nbsp;stem from responses to the civil rights movement, over the past few decades diversity in the workplace has progressed not only to include race and gender, but other identity groups, such as religious, ethnic, and LGTBQ communities.
With each of these groups, research has proven that focusing on inclusion is not only the right thing to do, but it is also good for a company&rsquo;s bottom line. This is no less true for disability inclusion in the workplace and is one of the primary reasons why disability should be emphasized as an aspect of business diversity.
What are the primary business benefits of disability inclusion in the workplace?
A myriad of research supports the fact that successful disability inclusion strategies result in bottom-line benefits that show return on investment (ROI) for businesses. As the nation&rsquo;s largest minority group, (<a href="https://www.cdc.gov/media/releases/2018/p0816-disability.html" rel="noopener" target="_blank">1 in 4 Americans have disabilities</a>) people with disabilities have significant buying power.
In 2018, the American Institutes for Research (AIR) released a&nbsp;<a href="https://cdn2.hubspot.net/hubfs/5057002/GettingHired_November2019/Pdfs/Hidden-Market-Spending-Power-of-People-with-Disabilities-April-2018.pdf" rel="noopener" target="_blank">report on the purchasing power of people with disabilities</a>, revealing that discretionary income for working-age people with disabilities is around $21 billion. This is greater than that of African-American and Hispanic market segments combined. By focusing on hiring and retaining people with disabilities and creating inclusive work environments, employers open up possibilities to connect with an often-overlooked market segment and ultimately increase revenue.
More specifically, employers who ensure disability inclusion is an aspect of their diversity initiatives consistently yield the following benefits:
<ul>
<li>Access to a broader talent pool with diverse skills and valuable new perspectives for problem-solving</li>
<li>Higher retention rates and lower absenteeism rates among employees with disabilities</li>
<li><a href="https://www.i4cp.com/trendwatchers/2014/10/15/what-your-d-i-policy-is-missing-employing-people-with-intellectual-and-developmental-disabilities" rel="noopener" target="_blank">Increased work ethic and higher work quality</a></li>
<li>Improved customer service and overall access to a larger consumer base as a result of understanding the needs of customers with disabilities</li>
<li>Enhanced overall staff morale and disability awareness</li>
<li>Greater product innovation</li>
<li>Stronger brand reputation, as research proves Americans view companies who hire people with disabilities more favorably</li>
</ul>
What are Businesses doing to Improve Disability Inclusion in the Workplace?
While many employers acknowledge the benefits of disability inclusion, and would even consider themselves diverse, quite often they dismiss or delay implementing inclusive practices. Recent initiatives, such as&nbsp;<a href="https://www.thevaluable500.com/" rel="noopener" target="_blank">The Valuable 500</a>, aim to address the disparities in disability employment rates by focusing on internal and external strategies to ensure improved disability inclusion in the workplace.
Here are a few common practices:
<ul>
<li>Ensuring that disability inclusion is a board/executive leadership priority</li>
<li>Making employees, customers, and partners aware of the company&rsquo;s commitments to disability inclusion</li>
<li>Providing disability inclusion trainings for staff and managers</li>
<li>Increasing access within the company, including the physical environment, hiring process, web and media, communication systems, and more</li>
<li>Streamlining processes for&nbsp;reasonable accommodations requests</li>
<li>Forming disability&nbsp;<a href="http://www.askearn.org/topics/retention-advancement/employee-resource-groups-ergs/" rel="noopener" target="_blank">Employee Resource Groups (ERGs)</a></li>
<li>Creating appropriate and collaborative evaluation methods</li>
<li>Developing partnerships with disability-serving organizations and other thought leaders in effective disability inclusion</li>
</ul>
Businesses that focus strategically on disability inclusion reap positive benefits. To learn more about how to make disability inclusion a diversity priority,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Discover insightful articles on building inclusive work environments and fostering diverse talent communities.

Here’s why it’s important to see disability as diversity in the workplace

The Importance of Recognizing Disability as Diversity in the Workplace

The world is an unpredictable place these days. We all need a refuge where we can get away from the realities that keep us awake at night. The workplace can be one of those places. Your staff should be able to walk through those doors and do their jobs without much drama or pressure from managers and coworkers. The unfortunate fact is that isn&rsquo;t always the case. A 2021 survey found that <a href="https://blog.dol.gov/2022/03/30/the-intersection-of-work-and-wellbeing-for-all-workers" rel="noopener" target="_blank">three in five employees have experienced work-related stress</a> and a recent survey proved that a startling <a href="https://www.zippia.com/advice/burnout-statistics/" rel="noopener" target="_blank">77% of employees have experienced burnout</a> over the past year.
&nbsp;
If your company isn&rsquo;t where it needs to be, we&rsquo;re here to help. We&rsquo;ve got advice on how important mental health in the workplace can be, how to provide a positive environment, and how managers can provide the necessary support.&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 
<h2>Why Mental Health in the Workplace Is Important </h2>
The staff's mental health needs to be the top priority. That&rsquo;s mostly because your employees should feel secure when they go to work and know that they can complete their tasks without unnecessary stress. If you care about your employees and their well-being, you should naturally want to help them feel appreciated and unburdened. 
&nbsp;
If that wasn&rsquo;t enough of a reason, consider that employees who feel better at their desks will also perform to higher standards because they know the company has their backs. This is especially important in customer-facing roles. Because of the recent pandemic and the stress of interacting with unhappy patrons, the mental health of customer-facing employees is more important than ever. If your workers are overburdened or they feel stressed at work, then they may buckle under the pressure or provide poor customer service, and that doesn&rsquo;t help anyone. 
&nbsp;
Ensuring that everyone feels comfortable at work means that employees are more likely to stay at your company. Employee retention has many benefits, including strengthened company culture, increased productivity, and improved employee morale. One way to encourage your current staff to stay with you for years to come is to make sure that your employees feel appreciated and that your company culture allows them to thrive. Part of a healthy company culture means having a diverse workforce, which includes people of color and LGBTQIA+ employees, where everyone is treated with respect. It isn&rsquo;t enough to just hire a diverse set of candidates; you should also ensure that your company culture is supportive. 
&nbsp;
Your culture can also improve overall employee morale when there&rsquo;s an awareness of intersectionality and how it matters to individual experience in the workplace. <a href="https://www.careercircle.com/blog/post/intersectionality-what-it-is-and-why-it-matters" rel="follow noopener" target="_blank">Intersectionality</a> is the idea that people are complex and have multiple, intersecting identities and social characterizations that influence who they are and the challenges they may face. Companies that understand the intricacies of intersectionality can create workplace cultures that are more welcome to all, which is especially important when addressing mental health concerns in the workplace. 
<h2>How To Support Employees&rsquo; Mental Health </h2>
You can put numerous programs in place to support employees who may feel stressed or overburdened from time to time. A simple idea is for managers to begin a program of regular mental health check-ins, where employees are given a time when they can speak freely about their concerns and know that their discussions are kept confidential and that they will get the help they deserve. Business owners could also implement an employee assistance program that includes counseling sessions and access to therapists as part of company-offered health insurance 
&nbsp;
Many employees also become stressed when they have a lot going on at home and their work shifts don&rsquo;t allow them time to take care of personal issues. To prevent issues there, consider implementing <a href="https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support" rel="noopener" target="_blank">flexible schedules</a>, where an employee may be able to start later in the day or leave early and make up the time later on. In addition to this flexibility, consider providing mental health days, which would be paid time off where the worker can stay home, take care of things, get some rest, and return to work feeling mentally refreshed.
&nbsp;
A key component necessary for improving the customer experience and supporting good employee morale is for management to provide the tools the employees need to complete their jobs as easily and efficiently as possible. Individuals who believe their workplace has prepared them adequately for their job responsibilities are more likely to go above and beyond when assisting customers. This means that your patrons will be happier overall, and this positive cycle will benefit your business. If you&rsquo;re not sure what tools your employees require, then bring them in and ask them. 
<h2>What To Do If Your Employees Do Show Mental Health Concerns </h2>
Many management teams tend to focus on how to prevent mental health issues from occurring in the first place, and that&rsquo;s important. However, so is understanding how to help your employees when they&rsquo;re already showing signs of declining mental health. These signs may include increased absenteeism, decreased productivity, low levels of engagement, withdrawal from social situations, or even a combination of several of these issues.
&nbsp;
When you notice a difference in an employee's behavior, stop and talk to them. Ask what they need and then help to provide a solution. If the workload is the culprit, lighten their load for now or ask what changes will help them feel less stressed throughout the day. Ensure that they&rsquo;re taking their breaks throughout the day and encourage them to get outside and take in some fresh air so they can return to a better mental place. 
&nbsp;
It&rsquo;s just as important to know what you <a href="https://www.zocdoc.com/blog/dos-and-donts-of-supporting-someone-with-mental-illness/" rel="noopener" target="_blank">should not do around someone who is struggling with mental health</a>. Don&rsquo;t engage in toxic positivity by insisting that they should be happy with what they have. Give the employee space to talk about their needs and be patient. Remember too that not all employees may feel comfortable discussing their mental health needs with you, and respecting boundaries is crucial.
&nbsp; 
In conclusion, supporting your employees&rsquo; mental health by providing a positive and supportive work environment is essential for a successful business. Show your staff that you care, and their appreciation and satisfaction will shine through in their work. 
<div style="text-align: center;">The CareerCircle platform is designed to&nbsp;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 and take the first step toward building a more inclusive and successful workplace! <a href="https://www.gettinghired.com/employer/registration" rel="noopener" target="_blank"></a> </div>

<hr>
 
Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. <img src="https://cdn.buttercms.com/o3NE4fHYSgyIerkMBycI" width="236" height="236">

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Supporting Your Employees' Mental Health in the Workplace | Getting Hired

Supporting Your Employees' Mental Health in the Workplace

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142 Articles

7 Essential Soft-Skills for Getting and Keeping a Job

The Importance of Recognizing Disability as Diversity in the Workplace

Supporting Your Employees' Mental Health in the Workplace