STRATEGIES FOR RECRUITING PEOPLE WITH DISABILITIES FOR CORPORATE EMPLOYMENT

This document, drafted by Accenture Consulting, summarizes the importance of and strategies for recruiting people with disabilities for corporate employment.

Strategies for Recruiting People with Disabilities

• Develop inclusive job descriptions that focus on essential functions and avoid unnecessary physical or sensory requirements.
• Partner with disability-focused organizations, vocational rehabilitation services, and job placement agencies.
• Ensure your careers website and application process are accessible to people with various disabilities (e.g., screen-reader compatibility, keyboard navigation).
• Train hiring managers and recruiters on disability etiquette, unconscious bias, and reasonable accommodations.
• Offer alternative application methods (e.g., video resumes, phone interviews) to accommodate candidates with different needs.
• Highlight your organization’s commitment to diversity, equity, and inclusion, including disability inclusion, in employer branding.
• Provide reasonable accommodations during the interview process and clarify how candidates can request them.
• Leverage employee resource groups (ERGs) for people with disabilities to provide insights and support recruitment efforts.
• Measure and track disability inclusion metrics in your hiring pipeline to identify areas for improvement.
• Promote success stories of employees with disabilities to build an inclusive workplace culture.