A recent issue of HR Magazine UK included an article that said despite evidence of the recruitment industry’s commitment to helping candidates with disabilities find work, it is the attitude and knowledge of recruiters that seem to cause the greatest frustration for job seekers with disabilities. The article referenced a survey conducted by The Clear Company which said the following:
- 90% of recruiters believe they offer support to disabled candidates through the recruitment cycle, as compared to only 13% of candidates saying they receive such support when applying for positions.
- Only 52% of disabled candidates will declare their disability when dealing with a recruitment agency and 74% of disabled candidates are reluctant to tell recruiters about their disability because they fear this would prejudice their chance of being offered work.
- A quarter of all disabled candidates won't apply for a job through a recruitment agency because of a poor past experience and disabled candidates ranked recruitment agencies sixth as the route they choose to finding employment; behind internet job boards; company websites; newspaper advertisements; word of mouth; and Jobcentre Plus
- Three quarters (75%) of disabled workers said they had encountered a lack of disability awareness among recruitment agency staff while 71% said they had encountered immediate negative assumptions when declaring a disability
We hear similar stories across the globe. Whether it’s a professional recruiter from a recruiting agency or a company’s internal recruiter, we constantly hear about a lack of knowledge and comfort relative to disability etiquette and awareness, reasonable adjustments, etc. What’s so concerning is that this information is relatively easy to learn when willing to do so and with approximately ten million adults in the UK with a disability, this type of training should be seen as a business imperative. Want to know just how easy this is? Contact Springboard at 001+973-813-7260 or at email@example.com. We provide such training around the world and do so in a manner that is comfortable and sustainable.
This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.