Disability discrimination in recruitment is part of a systemic prejudice. Despite increasing demand for diverse talent, people with disabilities face persistent barriers.
Listen to the voice in this 90 second description. What picture does your mind create for this person?
Patterns of Experience: How The Bias Shows Up
Patterns of Experience refer to the recurring challenges or advantages that individuals
from different groups encounter throughout their personal and professional lives.
For people with a visible disability, they can experience the polite dismissals and awkward silences.
Acts of Inclusion: Positive Actions During A Recruitment
An Act of Inclusion is any gesture or behavior that you can use to invite and welcome a person
(and their perspectives) into your environment.
In contrast, Mastercard inclusively addressed Edem’s hearing impairment during an interview process.
“When I communicated my needs, they ensured all accommodations were made,” Edem shares. This highlights how thoughtful practices can counter disability discrimination in recruitment.
What Leaders Can Do to Interrupt The Bias
- Recognize Disability Discrimination in Recruitment: Edem’s experience reveals how predjuice affects job seekers. Hiring managers can effectively address this bias.
- Accommodations Matter: Mastercard’s approach shows that simple adjustments can create an inclusive environment.
- Revise Hiring Practices: To support diverse talent, companies should ensure their hiring processes accommodate needs of more candidates.
Conclusion
Edem’s story highlights the spectrum of inclusion and discrimination that he has experienced in recruitment. Organizations can actively work to dismantle the hidden discriminatory (biased) practices.
Hear more voices from the Diverse Talent Mastermind series.
Learn more about the Inclusive Hiring Clinic.
Schedule a call with us
0 Comments