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Things to consider when recruiting disabled people

The American Association of People with Disabilities recently produced a report with American firm Accenture that found over a four-year period, 45 companies that were leaders in disability recruitment had 28% higher revenue, double the net income and 30% higher profit margins than their peers. In addition, they estimated a boost to the American GDP of US$25Bn if more persons with disabilities joined the workforce.

At Direct Access we work closely with companies looking to enhance accessibility of their premises as they recognise the benefits of investing in their staff. We go beyond just looking at the physical aspects to working with companies on the entire recruitment journey. If vacancies are advertised on your website, is the website accessible to visually impaired people? If someone is shortlisted for interview, is the interview room accessible for an applicant with limited mobility or an interpreter provided for a deaf person? When a job offer is made, is provision put in place before the person starts?

In the UK we advise clients on adaptations that could be funded through the Government’s Access to Work Scheme. Whereas in the United Arab Emirates, Ministerial Decree 43 of 2018 is helpful for private sector organisations who need to be accessible. In France, any organisation employing more than 10 staff is required to have at least 6% disabled employees.

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