1. Create an inclusive hiring procedure.
The majority of HR managers do not take into account the needs of disabled candidates in their job postings. The goal of an inclusive recruitment process should be to reach out to all types of potential applicants. For persons who are visually challenged, job postings should, for example, be written in large print and braille. This raises the likelihood of reaching all candidate groups.
2. Maintain a secure work environment
Do you have a wheelchair-accessible workstation? Do you have any unique furnishings for disabled people? One of the reasons HR managers fear hiring persons with impairments is the need for office modifications.
3. Debunk the myths about disabilities.
Many workplace illusions about disability have contributed to negative stereotypes, and a lack of understanding can also contribute to a negative attitude among employees. In your team meetings, as a manager or business owner, you should educate your employees on how to work with persons with impairments. Encourage your employees to treat their impaired coworkers with dignity and avoid making broad assumptions.
4. Ensure that everyone gets paid equally.
Employers are required by the Canadian Constitution to provide equal compensation to all employees, regardless of race, gender, religion, or disability. However, due to a lack of employment possibilities, many disabled people may be prepared to accept lower-paying job offers. Underpaying persons with disabilities, on the other hand, is illegal, immoral, and unkind.
5. Maintain open lines of communication.
Employees who are able-bodied may be uninformed of the specific needs of their impaired counterparts. It’s a good idea to inform everyone in the firm about the new arrangements and to train them on the necessary workplace awareness.
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