So if we know all of this already, how can we actually do it?
- To truly embrace diversity we need to look for talent in all its forms. We should be aware of how we do this within our recruitment and selection process and continuously develop our approach to be reach new candidate pools.
- Foster diversity, inclusion and tolerance through our workplace culture, through every aspect of policies and procedures, A PwC online survey among 4,364 graduates across 75 countries showed that the generation of so called ‘Millennials’ value diversity and tend to seek employers with a strong record on equality and diversity policies.
Creating a working environment where disability is accepted as just another way in which, as individuals, we differ from each other, is proven to lead to higher levels of employee engagement from all staff. Employers who are known for their progressive approach to diversity and inclusion are also more likely to attract talented employees from the next generation.
Employees with disabilities have the opportunity to set an example within organisations and challenge perceptions about barriers to development and promotion. Adapting existing systems or investing in specialist technology for those with disabilities can improve productivity across the whole organisation. Empowering staff improves engagement with the organisation as a whole, cultivates team spirit and increases the overall productivity.
Becoming disability-smart is an opportunity to build a reputation for corporate social responsibility and to become an employer of choice for motivated and talented dynamic personalities.