Inclusive Employer Toolkit
Follow the steps in this toolkit and you’ll be on your way to becoming an inclusive employer.
How to write job advertisements
Crafting a clear and engaging job advertisement is key to attracting the right candidates for your company’s vacancy. A well-structured ad helps potential applicants assess whether they meet the job’s requirements, while enabling employers to evaluate candidates fairly, based on objective criteria.
Be Specific and Detailed
Clearly outline the tasks associated with the role. For instance, ‘customer service can involve greeting customers and guiding them to the appropriate departments.’ By providing details around the tasks involved, you give applicants the opportunity to identify if the position would be a good fit for them.
Highlight Essential Requirements
Clarify what’s critical for the position. For example, ‘this position requires a blue card,’ or ‘forklift license is essential for this role.’ Avoid using exclusionary statements and adjectives like ‘energetic,’ ‘fast-paced,’ or ‘someone who can give 110%.’ These indicate that your company may have a prejudice towards older employees or people with mobility issues.
Consider Attitude and Motivation
Instead of insisting on extensive experience, recognise that this may deter younger candidates or those seeking to enter a new field. Emphasise you’re looking for someone willing to adapt and learn new skills.
Focus on Observable Qualities
Try to refrain from requesting personal traits such ‘needs to be able to mesh with the rest of the team’ or ‘someone who has a good sense of humour.’ These requests can often be subjective and create unnecessary expectations for candidates. Instead, ask for qualities that can be demonstrated, such as reliability, punctuality, team-player and willingness to learn.
Eliminate Jargon
Avoid using industry-specific terms that might confuse applicants. For example, instead of ‘achieving KPIs,’ say ‘meeting individual productivity targets set by your manager.’ Try to avoid assuming that an applicant will know industry specific terms, especially if they’re low on experience in the industry. There will be plenty of time to bring your new hire up to speed with the vernacular used within your company during training and onboarding.
Interviewing a Person with a Disability
Interviewing potential candidates is crucial for ensuring they possess the skills necessary for the job. When conducting interviews with people living with disability, it’s essential to create a fair and accommodating process.
Interview Preparation
Clearly outlining the recruitment steps allows candidates to determine if they need any support or adjustments at any stage. Before interviewing a candidate who has disclosed a disability, consider the following:
- Are there specific requirements for the interview?
- If it’s a virtual interview, will there be any issues for the candidate to connect?
- Should the receptionist and co-interviewers be briefed on any specific needs?
Interview Questions
If you’re new to recruiting someone living with disability, there are a few details you’ll need to be across when asking interview questions. Under the Disability Discrimination Act 1992 (DDA), it is illegal to ask for specific details about a candidate’s disability. Questions should be directed towards legitimate, non-discriminatory purposes, such as:
- Assessing whether the candidate can meet the requirements of the job.
- Identifying any reasonable adjustments needed during the recruitment process or to perform the job.
- Clarifying entitlements and obligations like superannuation, workers’ compensation, or access to productivity-based wages.
When inquiring about reasonable adjustments needed, follow these guidelines:
- If the candidate indicates that NO adjustments will be needed, no further questions should be asked.
- If the answer is YES, you may ask about the type of adjustment needed or how the tasks can be accomplished, but do not inquire about the disability or condition itself.
Job Offers and Feedback for Unsuccessful Candidates
When extending a job offer to a successful candidate or providing feedback to an unsuccessful one, it’s important to handle the process with the same professionalism as you would for any employee. For candidates with a disability, it’s crucial to approach these interactions with sensitivity and without discrimination.
Making a job offer to someone with a disability should follow the same principles as with any candidate. Ensure they fully understand the offer, including the terms, job details, expected conduct and work hours. Just like any candidate, individuals with disabilities have the right to decide whether to accept the role without feeling pressured for an immediate response. This is also an opportunity to confirm any workplace accommodations discussed during the recruitment process, assuring the candidate that all reasonable adjustments will be in place from day one. Additionally, it can be helpful to outline what they can expect during their first week, including induction, training and supervision.
It can be challenging to inform an individual that they’ve been unsuccessful in a role, and this is no different for a person living with disability. Unsuccessful candidates often seek feedback to improve future applications. For employers providing feedback, honest and constructive responses can be invaluable, especially for candidates with disabilities who may face repeated setbacks. It’s important to approach these conversations with care and sensitivity, clearly explaining why their application or interview was not successful. While the reasons may vary, highlighting which criteria were met and the strengths of their application can be beneficial.
Make sure you relay that their application received fair and objective consideration. If asked, you should confidently affirm that their disability did not influence your decision. When delivered appropriately, feedback need not be discouraging and can create empowerment and build confidence for candidates with disabilities, which can assist them to secure a future role elsewhere.
Induction and training
Employers should not assume that all individuals with disabilities will require distinct forms of induction or training to successfully begin their new roles. Nevertheless, it’s crucial to consider individual needs and make reasonable adjustments to ensure a smooth transition for your new employee.
Before your new hire starts, take the time to review your induction and training processes to guarantee they are accessible. For instance, is your induction package compatible with assistive technologies like screen readers? Can it be delivered in person instead of online? Have you thought about establishing a buddy or mentorship program to help your new employee acclimate?
Your induction and training should encompass key areas such as:
- Defining roles
- Operating hours
- Job responsibilities
- Health and safety guidelines
- Orientation
Additionally, it’s beneficial to allocate time to check in with your new staff member during their initial weeks to discuss their experiences and any concerns. Keep in mind that there are government-funded programs available to support you and your new employee, so feel free to contact BUSY Ability for assistance.
If you’ve found this helpful or would like some more information or support with your staffing or employment goals, reach out to us at – info@busyability.org.au
Or complete our enquiry form and a member of our team will be in touch!
- 1800 761 561
- info@busyability.org.au
- PO Box 6410, Tweed Heads South NSW 2486
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- Your feedback is always welcomed. Provide feedback here.
The BUSY Group acknowledges the Traditional Custodians of the country throughout Australia and their continuing connection to the land, sea and community. We pay our respects to them and their cultures, and their Elders past and present.
Feedback
Your feedback is always welcomed. Provide feedback here.
The BUSY Group acknowledges the Traditional Custodians of the country throughout Australia and their continuing connection to the land, sea and community. We pay our respects to them and their cultures, and their Elders past and present.
© 2021 BUSY Ability All rights reserved.
