Inclusive Recruitment Training (incorporated in the Inclusive Guidance Note
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”
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