Avoiding Ableism in Job Posts
Is Vital
Ableism can sneak its way
into job descriptions without
hiring teams being aware of
it.
That’s because ableism is
one of the more subtle biases,
according to the inbound
recruiting experts Datapeople.
For most recruiters, it’s not
always clear which requirements
may deter qualified candidates.
Or how to address ableism in a
statement about the company’s
commitment to diversity.
Datapeople says that
addressing ableism
comes down to two things.
One, establishing what is an
essential function for a job
and what isn’t, and keeping
requirements to the
essentials.
Two, providing reasonable
accommodations that enable
someone with a physical
limitation to perform the job.
Requirements are one area
where job descriptions commonly
go astray. It’s tempting to add
some nice-to-haves to the
requirements section of a job
description, Datapeople says.
And that’s okay, as long as
hiring teams emphasize that
the nice-to-haves are just
nice-to-haves and not
absolute requirements.
In the end, ableism is a subtle bias
that’s all too common in the
requirements section of job
descriptions. But that doesn’t have to
be the case. Hiring teams can reduce or
eliminate ableism by limiting
requirements to just the essentials.
And if a candidate does have a
disability, employers can (and
must, legally) provide
reasonable accommodations
to enable them to do the job.
Find Out More At
https://datapeople.io/