According to Statistics Canada, 22% of the Canadian population has a disability. As time passes, companies embrace diversity and inclusivity by looking at the workforce from a revolutionary perspective. The ever-evolving hiring process has opened opportunities for the world’s largest minority group –people with disabilities to showcase their talents in different fields, such as the insurance industry. The introduction of artificial intelligence (AI) in the recruitment process and even in applicant tracking systems (ATS) has impacted the ways of talent acquisition, good and bad. The good side of integrating AI for companies is that the process has been expedited. On the other hand, the major disadvantage is the biased and robotic approach to the process. Hiring software is available to improve inclusivity and accessibility in the recruitment process as well.

Job Bank- Government of Canada published some easy guides to creating a more accessible human resource management in your company:

Integrate Inclusivity in the Workplace

Disability is diversity; it comes in many forms, discernible and invisible. It makes a huge difference in using respectful language and taking training for disability awareness. An inclusive workplace policy can be simple by posting concrete guidelines on the company website. Finding and removing barriers, such as assessing the workplace and whether accessibility for people with disabilities is considered in the physical environment, can contribute to more productivity. Ensure that stereotypes and misconceptions are addressed as well.

Offer Accommodations and be Knowledgeable About It

Employers must offer accommodations to people with disabilities in their workplaces as the Canadian Human Rights Commission requires. The company rules and regulations should lessen discrimination and offer equal rights to people with disabilities when participating in the workplace. Often, non-complex changes and workplace improvement, including flexible work schedules and tasks and proper workplace equipment, can optimize equal opportunity among employees.

Hire Talents with Disabilities

Prospective candidates must know employers are interested in people with disabilities to send their applications to job postings. This lets the talents know that the company is inclusive. The simple and comprehensible language will also encourage candidates with disabilities to apply. Reaching out to publicly funded local organizations can help a company find the best talent in community support.

Initiate Inclusive Interviews

Provide options to candidates for a remote or online interview. If the interview cannot be done remotely, but in person, clear instructions regarding accessible transportation or parking spaces and accessibility features of the building or establishment must be conveyed to the interviewee. Adjustments must be made to provide accommodation to the applicant with a disability. In an interview, the perceived limitations should not be the focus but the ability of the person to perform the job based on their skill set. An open-minded approach should prevail over personal bias to create a welcoming environment in an interview. Assumptions about a person’s disability and limitations should likewise be avoided.

Consider Onboarding and Retention Among Employees with Disabilities

It is important to get support from a local community partner for consultation. The job description, benefits, safety procedures, and company policies shall be oriented to new employees in an accessible format. Co-workers and supervisors must know the needs of employees with disabilities. Ensure that issues regarding performance and disability shall be differentiated. Openness in the workplace, such as accepting and evaluating suggestions from employees, can make them more productive. Persons with disabilities can communicate their strengths and limitations with their managers so that they can perform their job more effectively.