It is however acknowledged that as a small business you don’t need to have the perfect physical environment and culture before hiring a person with disability — you can do this one step at a time. Here’s why this phase is important.
By addressing, or considering, elements like physical accessibility, inclusive language, organisational culture, and accessible technology beforehand, you ensure that people with disability don’t encounter hurdles right at the start of the application process. This signals a commitment to inclusion and makes a positive first impression.
Staff training on disability awareness and etiquette demonstrates that inclusion isn’t an afterthought. This builds a workplace culture where everyone feels respected and included from the very first interaction. A little bit of knowledge sharing can go a long way!
When job postings and your website are accessible, you tap into a larger pool of talented individuals, who may otherwise be discouraged from applying. This helps you find the perfect candidate for the role.
The prior-to-employment phase shows that accessibility is embedded, or at least considered, in your company’s overall approach. This sets a foundation for a positive onboarding experience and helps new employees with disability feel supported and confident in their ability to excel in their new role.
Remember: true inclusion starts before a potential employee even fills out an application form. Let’s explore tangible ways to achieve this in the next section.
Remember, there are experts, resources, tools and people to support you along the way. You don’t have to do everything all at once, small changes can go a long way.
Creating an inclusive workplace requires a proactive approach that extends beyond compliance with regulations. Here are some tangible examples of how organisations can create a welcoming and accessible environment, before a recruitment process is started. It is however worth considering what may be required ahead of time.
Conduct an accessibility audit: evaluate the physical environment to identify and address barriers that may prevent people with disability from fully participating in the workplace. Ensure that there are clear pathways, accessible restrooms, and adjustable workstations or equipment to accommodate diverse needs.
Provide accessible parking: designate accessible parking spaces near the building entrance and ensure they are well-marked and accessible.
Install assistive technology: equip meeting rooms and common areas with assistive technology such as hearing loops, captioning devices, and visual aids. The Employee Assistance Fund provides important resources to reduce barriers for people with disability by supporting employers to install assistive technology for their employees.
Offer access and inclusion awareness training: provide training on disability and deaf awareness, etiquette, and inclusive language to all employees. This training should emphasise the importance of creating a welcoming and respectful environment for individuals with disability.
Encourage open and continuous communication: foster a culture where employees feel comfortable disclosing information related to their disability and requesting accommodations. Establish a clear process for requesting and providing accommodations to ensure that all employees have equal opportunities.
Recognise and celebrate diversity: showcase the contributions of people with disability and recognise their achievements. Highlight success stories and create opportunities for employees to share their experiences.
Make your website accessible: ensure that your company’s website is accessible to people with disability by following Web Content Accessibility Guidelines (WCAG). This includes providing alternative text for images, captions for videos, and keyboard-only navigation.
Use accessible technology: utilise tools and platforms that are compatible with assistive technologies and provide alternative formats upon request. Read more about accessible technology via JobAccess.
Provide accessible communication tools: implement communication tools that are compatible with assistive technologies, such as instant messaging, email, and video conferencing. Be sure to engage with your staff about their preferences as there are many options and platforms available.
By implementing these measures, your small business can create a truly inclusive workplace that values and supports people with disability.
