The disabled employee experience starts at their application. Make it safe to disclose, remove barriers and provide equal access via accommodations and alternative interview formats.
Start with thinking about your most entry-level employees. What tools do they frequently access? You can create a meaningful plan once you understand the platforms used by the broader team.
Consider embedding accessibility into your vision and core values, ensuring it is prioritized in all communications instead of being an afterthought in the company culture.
Without accessibility, any promise of disability inclusion is only virtue signaling, and it is crucial for leaders to be intentional with disability language and accommodations.
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