It seems incredible that in this day and age, when diversity is all the rage, job applicants with disabilities feel that they need to avoid disclosing them to potential employers.
But according to research by diversity communications agency Greenlight, while 43% tell recruiters about their disability at the pre-application or interview stage, 33% do not tell potential employers at all.
Attraction and Recruitment of Candidates with Disabilities also found that 44% of those who did tell employers were worried it might have an adverse impact on their application. And a third wondered if they had given this information in the right way.
The Disability Discrimination Act 2005 makes it unlawful for employers to discriminate against disabled people for reasons related to their disability. This includes application forms, interview arrangements, promotion, transfer or training opportunities, terms of employment, work-related benefits such as access to recreation or refreshment facilities, and dismissal or redundancy. So why the reluctance?
And what should companies do to ensure that they attract the right candidates, regardless of disability?
Comments (3)
Posted by Matthew Chester | March 17, 2009 4:56 PM
If the recruitment campaign is objective, impartial, follows the same process for everyone and has a key focus on equal opportunities, companies can be sure that they will be attracting the right candidates.
Separate to a candidate's application, best practice is for candidates to be given every opportunity to raise and discuss any health or disability issues. This information should be included at all stages of the process in order that potential employers can make reasonable adjustments to facilitate both the recruitment process and any subsequent employment.
Companies should look for ways to support the best candidates with disabilities by creating a positive work environment and providing them with the right tools and flexibility to motivate, maximise potential and enable success for both the individual and, of course, the company.
Posted on March 17, 2009 16:56
Posted by Clare Smith | March 17, 2009 4:58 PM
It is sad that so many disabled job applicants do not declare their disability when there are many employers actively looking to employ more disabled people. But it is not surprising as out dated perceptions of biased employers and problematic disabled employees still exist on both sides. Despite the recession, good candidates are still hard to find and disabled candidates even more so.
Using the right advertising media such as the disability press or Leonard Cheshire Disability’s Suitability web site aids the recruitment process. But equally important is a visible demonstration that disabled candidates are welcomed. Offering alternative formats for applications helps, as does guaranteeing an interview for every disabled candidate or providing adaptations at the interview.
Posted on March 17, 2009 16:58
Posted by Susan Scott-Parker, Employers' Forum on Disability | April 2, 2009 9:58 AM
People may choose not to disclose a disability, because they are reluctant to answer intrusive questions, or feel they do not need the protection of the Disability Discrimination Act (DDA).
They may be unaware that the DDA applies to their condition (e.g. mental health issues, diabetes). Monitoring disability can cause anxiety through fear that disclosure could lead to discrimination, particularly if redundancies are pending.
If applicants know that you have a positive equal opportunity policy, they will be much more inclined to disclose, which benefits the individual and the organisation.
Employers’ Forum on Disability believes employers need to meet their legal obligations and work towards best practice. Disabled people should not be disadvantaged by physical premises, provisions, criteria or practices.
Posted on April 2, 2009 09:58