Guidelines for Employer
People with disabilities can make a real contribution to your workplace if they are given a fair chance and appropriate support.
You should
- Encourage people with disabilities to apply for vacant positions.
- Demonstrate the importance of employment for all.
To provide equality in the workplace and increase the employment opportunities for people with disabilities, employers should begin with the following steps:
Step 1. Review and monitor the recruitment, training, retention and promotional procedures within your organisation.
Step 2. Carry out a job analysis for vacant positions.
- Find out exactly what kind of skills are needed to do a particular job.
- Are all skills/ qualifications listed in the job advertisement actually necessary?
- Could some aspects of the job be changed to accommodate the needs of a person with a disability?
- Could the work be done on a part time basis or some other flexible basis?
Step 3. Consult your local FÁS office or the National Learning Network.
- They may help you to supply candidates for the job.
- Advertise jobs in your local FÁS office, FÁS website & relevant publications.
- Assist with queries that you may have about particular disabilities.
- Provide information on the employment supports available.
Step 4. Encourage applications from people with disabilities
- Use positive varied roles in your recruitment literature to reflect your commitment to diversity in the workplace
- In recruitment advertisements, request only qualifications that are necessary for the post. Focus on essential and not desirable requirements, for example, stating: “the person needs to be physically strong and fit” could be discriminatory if it is not an essential requirement for the post.
- Be proactive and positive in your approach and promote your organisation as an equal opportunities employer. Employers can openly state that they welcome applications from people with disabilities.
- State that you will provide all vacancy material and applications will be accepted in alternative formats such as audiotape. Braille, disc and large print.
- Ensure recruitment literature reaches people with disabilities. Ensure the language used is suitable for everyone.
Step 5 Acknowledge all applications for the post
Step 6 Interviews
- Ensure interviewers are properly trained and aware of the skills needed for the advertised job.
- Ask sensitive questions in a positive equal opportunities context only.
- Ensure that you choose a disability-friendly venue to conduct your interviews.
- Facilitate the needs of people with disabilities in the interview/selection process e.g. sign language interpreters, allow extra time when needed.
- Ask all applicants if they require any special requirements well in advance of interview.
- Ensure that selection procedures are non discriminatory
Step 7. Include disability/ equality awareness training in the induction programme of your organisation. FÁS provide a Disability Awareness Training Grant to private sector employers to provide this training to management and employees.
Step 8 Regularly review adjustments made for employees with a disability and the training opportunities within your organisation.
Step 9 Ensure people with disabilities are given the same chance for promotional opportunities within your organisation.
Step 10 Retention:
By raising awareness of the supports and assistance available and encouraging staff to seek help if they acquire a disability, it will enable your organisation to retain those competent and trained staff who have acquired their disability during their working life.
Step 11 Attract new customers:
Publicising your organisation’s commitment to equal opportunities and the employment of people with disabilities will ensure you meet the needs of your diverse customer base and become a role model in business.