Action 4.1A Explicitly state the organisations commitment to diversity and inclusion, providing specific examples of disability inclusive company practice.

Guidance

Often, the first thing a disabled candidate will do when considering applying for a role in your organisation is to search for signs that the business values diversity and is open to hiring and supporting disabled talent.

“Being proactive in signalling openness to hiring people and being very clear they are willing to learn from the individual (really matters)”.

WIDE Consultation Participant – Disability Organisation

That’s why it’s important to prominently display your organisations commitment to equality, diversity and inclusion on the company website and in job advertisements (see Action 1A).

Depending on the size and scope of the organisation, this might include:

• Including a commitment to equity, diversity and inclusion and an explicit statement about your welcome for disabled employees in the section of your website showcasing the company’s general objectives, values, and mission, and/or your strategic plan.
• Having a dedicated page on the company website about how the organisation supports disabled employees and emphasising the availability of accommodations in the recruitment process.
• If applicable, prominently featuring your organisation’s Equity, Diversity, and Inclusion (EDI) Strategy in an easy to find location on the website.
• Ensuring job advertisements explicitly welcome diverse candidates including disabled people, highlight the availability of accommodations in the recruitment process, and provide links to the above for more information on the company’s support for diversity and inclusion (see Actions 4.1B-D)

When considering what information to include in the above, the totality of your communications efforts should aim to showcase:

1. Specific Actions and Goals on Inclusion:Highlight specific actions your company currently implements to promote disability inclusion. Include SMART goals for the future to show your ongoing commitment (see Action 1.1C). Transparency builds trust and shows potential employees that your organisation is dedicated to continuous improvement.
2. Alignment with Recognised Frameworks and Standards:Demonstrate alignment with established disability and accessibility frameworks or standards, such as the WIDE Framework, or the Web Content Accessibility Guidelines. Try to provide evidence of your company’s commitment to a universal design approach.
3. Examples of Supports and Good Practice: Provide specific examples of the kinds of supports disabled employees can access in the workplace, and good inclusive practices within your organisation, such as job carving, job-sharing, work-from-home options, and flexible working hours. If your organisation has a disability focussed Employee Resource Group, this is also something you should communicate publicly. These examples illustrate your commitment to accommodating diverse needs and promoting an inclusive work environment.

“It’s really useful to make supports and accommodation options visible on the company website so prospective employees can see what might be available to them.”

WIDE Consultation Participant – Disability Organisation

It’s important that the information you provide is accurate and transparent. By taking a strategic approach to inclusion across the organisation as outlined in the WIDE Framework, you ensure that your organisation ‘walks the walk’ as well as ‘talking the talk’.

“In my experience, companies often have EDI policies, but they are not used. Also, it feels that these are often tokenistic, in some of the big companies. During recruitment, I was asked what I needed. However, this wasn’t considered when I started work”.

WIDE Consultation Participant – Disabled Person

By explicitly stating and showcasing a commitment to diversity and inclusion which you can stand over, you attract a more diverse pool of candidates and reinforce your organisation’s dedication to creating an inclusive workplace.