Wrong assumptions restricting recruiters' access to untapped talent pool
Wednesday, 15 October 2014 1:30pm
Recruiters should not hesitate to question candidates with vision impairment about their disability during interviews to best assess their fit for a role, and gain access to this underutilised talent pool, says former Disability Discrimination Commissioner, Graeme Innes.
People who are blind or vision impaired are four times more likely to be unemployed than the average Australian, but a Guide Dogs NSW/ACT poll of 100 clients shows that of the 37% who are unemployed, 91% want a job.
This represents an untapped talent pool for recruiters, but Innes told Shortlist that anyone considering hiring an applicant who is vision impaired must leave their assumptions outside the interview room.
"Go in there with an open mind, rather than thinking you're the expert on disability, because frankly, usually the expert on disability is the person with disability that you're interviewing. So if you're uncertain about something, don't make an assumption because it's usually a negative one – actually ask the person," he said.
"Be upfront in the interview and say, 'look, I'm concerned about this part of the job, and how you're going to do it as a blind person or a person with low vision', and then see if you're satisfied with the answer rather than thinking you know the answer. Most of the time... there's an answer that, as an HR person, you may not be aware of."
Myths about workers who are blind or vision impaired are hindering their employment prospects, Innes said.
"We don't make workers' comp claims – in fact there are fewer workers' comp claims involving people with disabilities because we're good at looking out for ourselves and ensuring that we're going to be safe.
"We take less sick leave, and because we've had less [employment] opportunities we're more loyal and more committed employees. So all of those assumptions that are in people's heads about disability, most of them are actually not correct," he said.
Depending on the individual worker, some adjustments – such as screen-reading software – might be required in the workplace, but this is true of other job applicants too, said Innes.
"Whenever you employ someone – whoever they are and whether they have a disability – it's important to think about what their needs may be, and that's true of people who have a vision impairment as well.
"Some people operate better with height-adjustable desks, some people might need flexible working hours. For someone with a visual impairment, it's just being aware of their workplace surroundings and any particular equipment need they may have, and that varies from person to person," he said.
Adjust hiring processes for candidates with vision impairment
A Guide Dogs NSW/ACT guide, which was released ahead of White Cane Day today, advises employers to make minor adjustments to their recruitment process to accommodate jobseekers with vision impairment, including:
- Job descriptions – Focusing on what needs to be achieved in the job, rather than how it is achieved, will allow applicants to demonstrate they meet the inherent job requirements. Employers should also consider whether prerequisites, such as having a drivers licence, are absolutely necessary, along with whether their 'preferred' job criteria might discriminate against someone with a vision impairment who, for example, might have less experience because they have had difficulty gaining prior employment;
- Applications – If candidates need to fill in an application form, recruiters should ensure it is in an accessible format, such as Word, which screen-reading technology can decipher. If candidates are unsuccessful, provide constructive feedback to help prepare them for their next application;
- Advertising – Ensure careers sites are accessible for people who are vision impaired or blind and, for example, images and non-text items have text labels so that those applicants can still access the site using screen-reading software. Employers can also register their business and advertise the position with a local Disability Employment Services provider;
- Interviews – Check whether candidates have specific requirements for attending the interview, and if assessments are planned, ensure they're in an accessible format. When meeting the candidate, ask if they need any assistance and if so, how they would like to be guided. If they would like assistance, allow them to take an arm near the elbow, so that they're being guided, not dragged. During the interview itself, it's important to identify all other parties in the room, and discuss any concerns about the candidate's ability to perform the role, which gives the applicant an opportunity to address any issues; and
- Pre-employment – Discuss any requirements or concerns about the person's vision impairment before they begin the role. Employers can apply for financial assistance via the Employment Assistance Fund to cover workplace modifications, and can also book a free workplace appraisal and staff training through Guide Dogs.
Employers should also consider whether they can offer jobseekers with vision impairment work experience or internships to help them gain experience and confidence in the workplace, adds the guide.
Do you have news to share? Email Hannah with your comments, information or tips about what's happening in your industry.