As part of the project, an all-agency training session was held on inclusive recruitment practices. Some key takeaways from the session were:
- Disability Inclusion at the UN is a journey that needs continuous efforts, and the role of HR officers is critical.
- Persons with disabilities constitute a significant, untapped resource of talent and skills.
- Hiring persons with disabilities not only promotes diversity but also enhances workforce morale.
- Statistics indicate that people with disabilities often exhibit high job retention rates.
- The Indonesia legal framework (Indonesia law number 8, 2016) identifies four categories of disability: Mental, Physical, Intellectual, and Sensory.
- Dos and Don’ts
- Do actively seek out and identify potential candidates with disabilities for recruitment.
- Do ensure that your job applications are designed in accessible formats for individuals with disabilities.
- Do provide reasonable workplace accommodations that enable qualified applicants with disabilities to compete fairly for job opportunities.
- Do provide training to supervisors on effectively implementing reasonable workplace accommodations.
- Don't assume that reasonable workplace accommodations come with a high cost.
- Don't limit certain job opportunities based on assumptions about individuals with disabilities.
- Don't assume that a work environment becomes unsafe solely because an employee has a disability.
- Crafting Inclusive Job Descriptions
- Consider the language used in job descriptions. People with disabilities might question whether they can perform the essential duties. Be specific about the skillsets required.
- Include disability inclusion statement. Mention the flexible working arrangement and reasonable accommodation related policy.
- Do not set a requirement which automatically excludes certain groups of people with disability. For example, rather than saying “talk to stakeholders,” state “communicate with stakeholders”