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How inclusive are you?
By Imm Yong
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As an employer, you want to be effective and efficient. To achieve a representative workforce, you want to reach as wide a pool of qualified candidates as possible. Traditional methods of recruiting, hiring and promotion will often limit your access to a diverse pool of skilled potential employees. Assessment tools and methods must treat everyone in a non-discriminatory and equitable (this does not necessarily mean the same) manner.
In the spirit of diversity and equity, ask yourself these questions.
- Are your job competitions inclusive and accessible? Do you post your employment opportunities in alternate formats? Do you advertise with outreach organizations?
- Are your job descriptions detailed, accurate and up to date, with essential and non-essential duties differentiated? Is the language easy to understand? Are they highly visible and easy to read, physically accessible and available in alternate formats?
- Do you conduct the same job interview with someone with a disability as you would with anyone else? Unless the individual raises it him/herself, the job interview is not the appropriate time to discuss his/her disability. After a person has been given a conditional offer of employment, you can inquire about the accommodation necessary to achieve the expected outcomes of the job.
- Is your selection board representative? Having a representative selection board sensitive to cultural differences and behaviours allows for a fairer and more equitable assessment of applicants.
- Is your language appropriate? When discussing accommodation with the applicant/employee, do you use language that focuses not on the person’s disability, but on the person’s abilities? For example, ask “Will you need accommodation to do this task?” versus “Can you do this task?” Remember to address the same questions to all applicants, regardless of whether or not they have a disability.
- Do you provide preferential treatment to a person with a disability at orientation? An individual with a disability does not require preferential treatment when starting a new job. The provision of accommodation, if requested, does not constitute preferential treatment.
- Do you provide technical aids and workspace accommodation if requested? In order to enhance an employee’s abilities and to ensure that the workplace is barrier free, some assistive devices and/or workplace accommodation may be appropriate.
- Do you provide a supportive work environment with open communication? Effective management involves accommodation, whether this means providing technical devices, flexible work hours, or job sharing. Let your staff know that you are available at all times to discuss accommodation issues.
- Do you conduct exit interviews? When an employee with a disability leaves your workplace, it should not be because of his/her disability, nor should it be for lack of accommodation, or provision of inappropriate accommodation. Similar to the recruitment interview, discussions at the end of an employment term should be employment-focused.
As Director Diversity and Equity I welcome your input and feedback. Your confidentiality is assured.