Hidden Potential and Talent Pools
The United Nations has designated December 3rd as the International Day of Persons with Disabilities (IDPD) to raise awareness about disability issues and mobilise support for greater equality. This day is an excellent opportunity for us all to take action toward making our world more inclusive. The theme for IDPD this year is “Leadership and participation of persons with disabilities toward an inclusive, accessible and sustainable post-COVID-19 world.” Among EU-28 countries, Ireland had the fourth-lowest employment rate among people with disabilities of working age in 2018; however, there is also an abundance of hidden potential and untapped talent amongst the disability community in Ireland.
Rehab Group provide innovative services to employers to increase disability confidence in the workplace and support employers to implement inclusive recruitment and retention practices. As many companies are impacted by skills shortages, trying to re-open and adapting to new ways of working, Rehab Group propose just a few practical steps to engage with people with disabilities and meet great candidates for your business.
1. Build Disability Confidence with Staff
Employers that have not hired employees with disabilities may feel that they don’t have the right skill-sets to promote an inclusive workplace. Firstly, know that almost 15% of the population has a disability or health condition. You are already working with people with disabilities. Training staff and raising awareness about disability can instil confidence to create a positive experience for all.
For more than three years, Edel McSorley, Operations Director, Mr Price, has worked with Rehab Group to enhance inclusive recruitment practices across their 50+ stores. “We always strived to reach out to our business's communities and increase employment opportunities. I wanted to ensure these opportunities were for everyone. Many of the hiring managers, including myself, participated in training with Rehab Group. We learned about Mental Health Awareness and Work, Autism Acceptance in Work and Inclusive Hiring Practices. We acknowledged that we already had a lot of good practices but could be better at considering job accommodations. These accommodations are typically low cost or cost-neutral and have included noise-cancelling headphones, flexible start times and job carving, where we play to each person’s strengths and focus their duties where they can excel,” said Edel.
The collaboration with Mr Price is not part of a Corporate Social Responsibility programme. There is a genuine business need to fill skills shortages, and they recognise that people with disabilities need greater access to jobs.
“In November, we ran a successful recruitment campaign with Rehab Group and hired 12 people. However, other people we met were not quite job-ready yet, so we are now facilitating work experience placements. With Rehab Group, we have found a partner that knows our business needs and helps us meet great candidates from local communities.
2. Limit the job’s requirements to ‘must-haves’
Some people with disabilities will have experienced barriers to education and employment throughout their lives. Many people will have sparse or sporadic work histories. In developing job specifications, focus on critical tasks to include as many people as possible at the sourcing stage. If people see a vast list of job requirements, they are more likely to rule themselves out. You could be missing out on the next major talent for your team. Plain English, no jargon and the must-have job requirements might be one way to meet your next rising star employee.
3. Keep the Flexibility in Work Practices after Covid 19
A lack of accessible workplaces and inadequate accessible public transport solutions remain a barrier for people with disabilities. What the pandemic has shown us is just how quickly companies can adjust to changes to work practices. As many companies are choosing to maintain hybrid and remote work arrangements, it’s hoped that more opportunities will open up for people previously excluded from work.
Vicky Hayes is a Talent Acquisition Coordinator with Rehab Group and a wheelchair user. “In the past, accessibility of premises and transport have been barriers to work for me. I am hopeful that business leaders have seen benefits from flexible work options, and this will increase participation rates of people with disabilities in all companies. Hybrid work arrangements and remote working has given me back a greater work life balance and a more positive career outlook. I ask employers and business leader to consider accessibility and inclusion using learning from our experience during the pandemic.”
4. Connect with specialist organisations who can support employers
All businesses have different needs and are at various stages of their journey to being a Disability-Inclusive Employer. Helen Gavin, President of Westport Chamber of Commerce and members, has collaborated with Rehab Group, National Learning Network, Destination Westport, and the Irish Hotel Federation (Mayo) to increase the employment rate of people with disabilities in the hospitality industry, to enhance inclusive customer service skills across operations. Helen said: "The hospitality industry in Westport continues to recognise the value of disability inclusion to all businesses. As a result, we collaborated with Rehab Group and the concept called 'Hospitality Inc.’ was born. This is an inclusive training academy empowering people with disabilities to develop early careers in Hospitality in Westport and helps businesses learn to work inclusively with staff and customers with disabilities. We are delighted to partner with Rehab Group and have this partnership supported by POBAL and Mayo Sligo Leitrim ETB. We would encourage all business communities to be part of the change.
For further information on how Rehab Group can help your business meet skills shortages by connecting with talented jobseekers, contact: employer-services@rehab.ie
Rehab Group is a charity that champions the value of diversity and inclusion of people with a disability or disadvantage in their communities. Rehab Group companies include National Learning Network, RehabCare and Employability and Social Enterprise. It has a strong geographical footprint with education and training, community supports, and employability services in Ireland's urban and rural communities. Speaking about inclusive employment, Barry McGinn, CEO, said: “For more than 70 years, the Rehab Group has been working to break down the barriers that prevent people with disabilities from living ordinary lives in their communities. Through these decades of work many thousands of people have seen their lives transformed; achieving levels of independence, educational attainment, and career progression that may have seemed out of reach. It is work we are immensely proud of.”
“Each year, almost 600 people progress to open employment through Rehab Group services. This includes people with intellectual disabilities, people with mental health conditions, people with physical and sensory disability and autistic people. Finding meaningful employment has a transformative impact on these individuals and their families."
