Discover actionable strategies and learn how inclusive hiring practices shape organizational culture, attract talent, and fuel growth.
To better recruit and retain professionals with disabilities, you should embrace accessible hiring practices, adopt inclusive interviewing processes, prioritize disability leadership representation, implement digital inclusion, and create an inclusive and belonging culture.
By providing captioning, asking employees for accommodations they need, offering assistive technology, and speaking up for d/Deaf and hard-of-hearing employees, you can make your workplace much more accessible and inclusive.
In celebration of Disability Employment Awareness Month, InclusionHub highlights Design Distributors—a New York-based direct mail business prioritizing inclusive hiring and a welcoming work environment.
There’s a massive employment gap between disabled professionals and their non-disabled peers. Increasing disability representation in leadership demonstrates an organization’s commitment to accessibility and inclusion, ensures disabled viewpoints are included, and fosters a work culture of belonging.
InclusionHub, a provider of listings and reviews of digital inclusion solutions, is hiring a Community Manager.
By implementing competency-based hiring practices, equitable language in job description postings, “access checks” during virtual interviews, and asking job candidates to include accommodation needs, organizations can become more inclusive.
As Google’s head of Accessibility Programs and Disability Inclusion, Christopher Patnoe is passionate about building technology products for people with disabilities, while also maintaining an inclusive hiring process and diverse workforce.
Drawing from her own experiences, Berry hopes to help empower women and bring an end to gender discrimination in the workplace.
Finding the right candidate for the job starts with the right job description. The right job description is the one that’s written with inclusivity in mind.
