It takes more than lip service to convince disabled job applicants to apply to your company. These research-backed practices can demonstrate that you’re a truly equitable employer.
June 26, 2024
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How can companies do a better job of attracting disabled people to apply for jobs and convincing them that they truly are an equitable employer? And how can job candidates feel more comfortable disclosing a need for accommodation? The authors’ research over the last five years offers a number of paths forward for both sides. First, employers can move away from legalistic boilerplates and use more heartfelt language about their commitment to DEI. But they also need to back up their words with concrete evidence, such as a personal message from the CEO; testimonials from disabled employees; statistics on the hiring, promotion, accommodation fulfillment, and retention of disabled employees; or awards recognizing the company’s accomplishments in the DEI space. Their research also suggests job candidates emphasize their hard skills during interviews and delay the conversation about accommodations until they’ve built up more of a rapport with the hiring team.
Despite recent record employment gains for disabled employees in the U.S., the hiring of disabled people continues to be a pain point for both candidates and companies.
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Mason Ameri, PhD is an associate professor of professional practice at Rutgers Business School. He is an expert in disability employment and is a consultant and speaker on policy reform in this area to government and industry.
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Terri R. Kurtzberg, PhD, is a professor of management and global business at Rutgers Business School. She is the author of five books and her research is frequently quoted in the media. Dr. Kurtzberg is the recipient of multiple teaching and research awards.
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