Webinar on Inclusive Recruiting

The recruitment of people with disabilities often holds unimagined potential - and is therefore a point where many improvements can be made.

But how does a company deal with the (non-)disclosure of disabilities by applicants? And how can you best support them?

This myAbility Business Forum webinar with almost 200 participants focused on the importance of inclusion in recruitment. Our experts provided input from different perspectives. 

Fides Raffel, Head of Solutions & Training, myAbility

Lukas Leitner, Program Manager Talent Program, myAbility

Anna Fischer, Talent Acquisition Specialist, Microsoft

Susann Klebig-Noesch, Recruiting Strategy Expert & Consultant

The individual phases of the recruiting process were highlighted and how accessibility and inclusion can be strategically anchored in order to create an equal opportunity corporate culture:

Before the application process
A central focus was on how companies can communicate an inclusive attitude even before the actual application process. Visible signals play a key role here, such as accessible websites and job advertisements that are clearly and transparently worded. Companies that openly demonstrate their inclusive values encourage more people with disabilities (PWD) to apply. Transparency about the application process and the ability to get in touch with accessibility contacts was also highlighted as essential.

During the application process
Here, the experts emphasized the importance of focusing on the applicant's qualifications and skills rather than their disability. Disclosing a disability should always remain a voluntary decision for applicants. At the same time, individual adjustments, such as the use of sign language interpreters or accessible tools, can help to ensure that all applicants have equal opportunities. The value of an inclusive selection process, which is not only based on formal certificates, but also takes potential and life paths into account, was particularly emphasized.

After the application process
Inclusive recruiting does not end with hiring, but continues with onboarding and long-term integration. The development of strategies for accessible teamwork and awareness-raising measures for managers and employees play a crucial role in ensuring sustainability.

Company perspective: Microsoft as a pioneer
Anna Fischer from Microsoft provided valuable insights into the practices of a company that places inclusion at the heart of its corporate culture. Microsoft relies on a combination of accessible technology and targeted training for employees. Accessibility features such as live captioning in Microsoft Teams or the accessibility assistant in Office products are integral parts of the technical solutions. Regular training courses such as “Accessibility 101”, which 97% of employees have already completed, ensure comprehensive awareness among the workforce. This is complemented by a virtual and flexible application process that can be individually adapted to the needs of applicants.

Inclusive Employee Experience: more than inklusive recruiting

Susann Klebig-Noesch explained how companies can create an inclusive employee experience. This approach aims to support all employees equally, regardless of personal characteristics such as age, origin or disability. Barrier-free processes, individual development opportunities and respectful communication are key to ensuring an inclusive working environment. Inclusive leadership, i.e. a management style that focuses on equal opportunities and belonging, was named as the key to success.

Important Takeaways

1. Inclusive recruiting is a process: it starts long before the application and continues well beyond the application process.
2. Flexibility and individuality are crucial: Inclusive application processes adapt to the needs of applicants and enable equal opportunities.
3. Leadership plays a key role: An inclusive corporate culture is strengthened by managers who live accessibility and inclusion as core values.

The webinar showed: Inclusive recruiting is not only a social mission, but also an opportunity to promote talent and create a diverse corporate culture that benefits everyone involved.

For more information on inclusive recruiting and myAbility's offerings, visit myAbility.org or contact the team at forum@myAbility.org.

The myAbility job platform also offers inclusive jobs for people with disabilities & chronic illnesses in Austria. Take a look!