9b6af6cd

𝗘𝗹𝗲𝘃𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝘀𝗼𝗰𝗶𝗮𝗹 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆

Thu, 13 Mar 2025 05:49:52 GMT

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Elevate Your Corporate Social Responsibility: The Case for Disability Inclusive Hiring

As a CEO committed to corporate social responsibility (CSR), you understand the importance of creating a positive impact on society while driving business success. One powerful way to enhance your CSR initiatives is by embracing disability inclusive hiring. Here’s a compelling argument for why integrating people with disabilities into your workforce can significantly bolster your CSR efforts:

Demonstrate genuine commitment to diversity and inclusion

Walk the talk: Hiring people with disabilities showcases your company’s genuine commitment to diversity and inclusion. It sends a clear message to your stakeholders—employees, customers, investors, and the community—that you value every individual’s unique contributions. This commitment can enhance your company’s reputation and strengthen relationships with key stakeholders.

Address social inequalities

Be a force for change: People with disabilities often face significant barriers to employment. By actively hiring individuals with disabilities, your company can help break down these barriers and promote social equity. Providing equal opportunities for people with disabilities not only benefits those individuals but also contributes to a more inclusive and fair society.

Foster an inclusive company culture

Create a positive work environment: Inclusive hiring practices can transform your company culture, fostering a sense of belonging and respect among all employees. When people see that their workplace values diversity, it can lead to increased morale, higher job satisfaction, and stronger team cohesion. An inclusive culture is a cornerstone of effective CSR.

Enhance employee engagement and loyalty

Boost morale and retention: Employees are more likely to feel proud and engaged when they work for a company that prioritises social responsibility. Inclusive hiring practices demonstrate your company’s dedication to doing the right thing, which can boost employee morale and loyalty. This, in turn, can lead to higher retention rates and reduced recruitment costs.

Strengthen community ties

Build community trust: Companies that actively support disability inclusion often enjoy stronger ties with their communities. By providing opportunities for people with disabilities, your company can become a trusted and valued community partner. This can lead to increased community support, positive word-of-mouth, and a stronger local presence.

Gain positive media attention

Enhance your public image: Inclusive hiring practices can attract positive media attention, showcasing your company as a leader in CSR. Media coverage highlighting your commitment to disability inclusion can enhance your public image, attract socially conscious customers and investors, and differentiate your company from competitors.

Access government incentives

Leverage financial benefits: Many governments offer incentives, grants, and subsidies to companies that hire people with disabilities. These financial benefits can support your CSR initiatives, making it easier to implement and sustain inclusive hiring practices while also contributing to your company’s bottom line.

Conclusion

Disability inclusive hiring is a powerful way to elevate your corporate social responsibility efforts. By demonstrating a genuine commitment to diversity and inclusion, addressing social inequalities, fostering an inclusive company culture, enhancing employee engagement, strengthening community ties, gaining positive media attention, and accessing government incentives, your company can make a meaningful impact on society while driving business success.

Are your CSR initiatives truly making a difference? Embrace disability inclusive hiring and take your corporate social responsibility to the next level. Together, we can create a more inclusive and equitable future for all.

Hashtags:

#DisabilityInclusion #InclusiveHiring #CSR #CorporateSocialResponsibility #WorkplaceDiversity #BusinessGrowth #SocialImpact #DiversityAndInclusion #CommunityEngagement #SocialEquity #InclusiveCulture

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗼𝗳 𝗖𝗵𝗼𝗶𝗰𝗲: 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗔𝘀𝗸𝗶𝗻𝗴 𝗪𝗛𝗬 𝗮𝗻𝗱 𝗪𝗛𝗔𝗧

Thu, 13 Mar 2025 05:38:02 GMT

What sets your company apart?

In today’s competitive business landscape, companies that distinguish themselves as employers of choice are the ones that continually ask the right questions—WHY and WHAT. These fundamental questions drive strategic planning, innovation, and a sense of purpose that permeates the entire organization.

WHY Are You in Business?

Understanding the “why” behind your business is crucial. It goes beyond making a profit. It’s about identifying the core mission and vision that motivates you and your team to go to work every day. Employers of choice have taken the time to reflect on this question, considering various paths and ultimately deciding that their current company is the best means of achieving their goals. This clear sense of purpose is communicated from the top down, creating a unified and motivated workforce.

WHAT Does Your Company Do?

Knowing what your company does is more than just understanding the products or services you offer. It’s about recognizing the impact these products or services have on your customers’ lives. Employers of choice are acutely aware of the value they provide. They can articulate not only what they produce but also how it fits into a broader context. This understanding fosters a sense of pride and purpose among employees, who see their work as meaningful and impactful.

Consider this analogy: A kid asked a bricklayer what he was doing. The bricklayer said, “Laying bricks, kid. Lots of bricks.” The kid asked another bricklayer the same question. He replied, “I’m building a home where elderly people can live with dignity and pride.” The difference in their responses highlights the importance of understanding the broader impact of one’s work.

Embracing Change and Innovation

Employers of choice are not afraid to make changes and embrace new ideas. They recognize that yesterday’s thinking sells to yesterday’s people—a declining group. Growth comes from applying tomorrow’s thinking to tomorrow’s people, staying ahead of the competition, and adapting to new ideas that align with potential customers. This forward-thinking approach ensures that the company remains relevant and competitive in a constantly evolving market.

Tapping into Untapped Potential

Another hallmark of employers of choice is their ability to recognize and harness untapped potential within their workforce. This includes being inclusive and welcoming to minority groups, such as people with disabilities. Employers of choice are not afraid to make the necessary adjustments to get the best out of every employee. This inclusive approach not only enhances the company’s talent pool but also fosters a diverse and dynamic workplace culture.

Conclusion: Why Settle for Second Call at the Buffet When You Can Have a La Carte?

Becoming an employer of choice is about more than just implementing policies and procedures. It’s about cultivating a culture that values strategic thinking, innovation, and inclusivity. By continually asking the questions WHY and WHAT, and by embracing change and diversity, companies can create an environment where employees feel valued and motivated.

I’m Daniel Phasey, and I can help you become an employer of choice. Why settle for second call at the buffet when you can have a la carte?

#Leadership #StrategicPlanning #BusinessGrowth #Innovation #InclusiveWorkplace #EmployerOfChoice #EmployeeEngagement #Diversity #Success #FutureOfWork

I was now the invisible man: I had disappeared from society

Wed, 05 Mar 2025 02:50:53 GMT

Overlooked and ignored, I had lost all importance

Having worked as a disability support worker for five years, I thought I had a fair understanding of the challenges faced by people with disabilities. That changed when a doctor told me I might never work again. Suddenly, I slipped into the peripheral vision of society and became invisible. Being invisible is demoralising, dehumanising, and utterly exhausting. Waving your flag every day to be seen can drain your energy, leading to mental health issues like depression and anxiety.

The struggle of invisibility

Those with a determined spirit continue to apply for positions, all the while knowing they must convince interview panels they are both disabled and capable of doing the job. Life becomes a daily struggle when you are invisible to society. But it doesn't have to be this way. Simply asking, "Is our recruitment process inclusive?" can broaden your perspective. By breaking down the position into essential and non-essential components, you can open the door to a new pool of candidates eager to work and gain independence.

The toll on mental health

Being invisible and feeling excluded can take a severe toll on mental health. The constant effort to prove oneself, combined with the rejection and isolation, can lead to severe mental health issues. Organisations must recognise the human impact of their hiring practices and understand the profound effect they have on individuals' lives.

A call for inclusive recruitment

Inclusive recruitment is more than meeting diversity quotas; it’s about creating an environment where everyone feels valued and has the opportunity to contribute. This requires looking beyond disabilities and appreciating the unique skills and potential each candidate offers. By focusing on what candidates can do, rather than what they can’t, organisations can unlock a wealth of talent and drive innovation.

Key strategies for inclusive hiring:

Evaluate job requirements : Regularly review job requirements to ensure they are genuinely necessary and do not exclude capable candidates.
Flexible scheduling : Offer flexible start times and working hours to accommodate those relying on public transportation.
Support systems : Provide alternative transportation options and other support systems to assist employees with disabilities.
Emphasise skills and potential : Focus on the skills, attitude, and potential of candidates rather than rigid requirements unrelated to job performance.

Conclusion

Is your company's hiring process so focused that it inadvertently renders the candidates you aim to include as invisible? It’s time to re-evaluate these practices and ensure you are not missing out on top talent. By creating a more inclusive recruitment process, you can build a diverse and innovative workforce that propels your organisation to success.

Contact me today to arrange a free 1-hour consultation to identify ways to enhance your disability inclusion policy.

Hashtags:

#InclusiveHiring #DiversityAndInclusion #WorkplaceEquity #DisabilityInclusion #MentalHealthAwareness #HR #PolicyChange #EmploymentSupport #Leadership #TalentManagement

What it means to be an employer of choice

looka_production_205827328 — Mon, 03 Mar 2025 06:48:09 GMT

What would it mean for you to be an employer of choice? Anything? Nothing?

Imagine you're waiting for your latte in a café and overhear someone say that your company is not a good place to work. Would this bother you? What if they went on to highly recommend your competitor? Would you lean in for the reasons, roll your eyes, or simply not care?

Smart employers realise that positioning themselves as employers of choice attracts candidates who genuinely care about where they work. These candidates are generally more engaged, more committed, and more likely to think long-term. But what does it take to become an employer of choice, and why is it so important?

The importance of being an employer of choice

Being an employer of choice isn't just about attracting top talent, it's about building a workplace culture that prioritises employee satisfaction, diversity, and inclusion. When employees feel valued and supported, they are more likely to be engaged in their work, leading to higher productivity and reduced staff turnover. Moreover, a positive reputation as an employer of choice can enhance your company's brand image and make it a magnet for future talent.

Investing in culture, practices, and policies

Employers of choice invest in their culture, practices, and policies to ensure they are open to the best of the best. This involves creating a supportive environment where employees feel valued and respected. It also means implementing policies that promote work-life balance, professional development, and career growth.

Key strategies to become an employer of choice:

1. Foster a positive workplace culture: Create an environment where employees feel appreciated and motivated. Encourage open communication, recognise achievements, and provide opportunities for growth.

2. Promote diversity and inclusion: Embrace minority groups such as people with disabilities. Diversity brings a wealth of perspectives and ideas, fostering innovation and creativity.

3. Support employee well-being: Implement policies that promote work-life balance, such as flexible working hours and wellness programs. Show that you care about your employees' physical and mental health.

4. Provide career development opportunities: Invest in your employees' professional growth. Offer training programs, mentorship, and clear pathways for advancement.

The role of recognition

Being recognised as an employer of choice by an industry body is an incredible achievement, but being recognised as an employer of choice by job seekers is your reputation in the community. This recognition signifies that your company meets high standards in terms of employee satisfaction and workplace practices.

The impact on business success

Employers of choice see tangible benefits in their bottom line. Engaged and satisfied employees are more productive, innovative, and committed to their work. This can lead to higher customer satisfaction, improved business performance, and a competitive edge in the market. Moreover, a positive workplace culture can reduce staff turnover rates and the associated costs of hiring and training new employees.

Conclusion

In today's competitive job market, becoming an employer of choice is more important than ever. It requires a commitment to creating a positive workplace culture, promoting diversity and inclusion, and investing in your employees' well-being and development. But the rewards are well worth the effort.

I’m Daniel Phasey, and I help companies lift their social reputation and become employers of choice.

By focusing on these key areas, you can build a reputation as an employer of choice and attract the best talent to drive your business forward.

We hated being left out then and we hate being left out now

test@looka.com — Mon, 03 Mar 2025 06:43:04 GMT

Are our inclusion policies truly inclusive?

My earliest attempt to advocate for inclusion came during primary school PE

You remember the process: the teacher chooses a boy and a girl (to be inclusive) and asks them to select their team one at a time until no one is left. Inevitably, the captains would take advice from their team members and accept ‘friendship’ bribes from those waiting to be selected. It was a big deal, and lifelong friendships were in the balance.

Eventually, the pecking order was established, and it was down to the last two. It was here (but strangely not in the selections prior to this) that a part of me recognised that the two people staring at the ground were not particularly happy. So, I would advocate for the selection of the least sporty student, believing that I was doing the right thing and being inclusive.

It's strange that this process always ended up pitting the same two people against each other for the title of ‘most unpopular person in the class,’ and each time, I honestly felt I was doing the right thing. Forgive me, I was only seven years old!

The echoes of childhood

Now that I am in my mid-50s, I see the situation repeating again. This time, I am the one being overlooked in job interviews, team meetings, and office discussions, and the excuse can best be described as ageism . This time, there is no one to advocate for me, and more often than not, I find I am the last one standing.

Ageism is the great equaliser, bringing with it aches, pains, creaks, and groans that seem to overshadow experience. I remember telling a 60-year-old job seeker client, diagnosed with osteoarthritis, that her biggest barrier to employment was her age, not her physical condition. I spent considerably more time constructing a résumé that disguised her age than her physical condition.

The illusion of inclusion

As I move into disability inclusion consulting, I find there are many others who were taught inclusion the same way I was. Many have risen to become experienced managers who, with good intentions, have formulated company policies that appear inclusive but, unfortunately, treat jobseekers like they are being selected for a primary school sports team. After you have been around awhile, you see your place on the team slipping further down the selection order until you find yourself reaching the point where YOU are the least wanted person.

Planning ahead for true inclusion

Like planning for retirement, it makes good sense to think ahead, as ageing waits for us all and it makes few exceptions. A properly written inclusion policy, followed by a cultural shift to enact the policy now, will make things easier when you age, your hip gives out, your mental health suffers, your eyesight is reduced, you develop diabetes, heart issues, obesity, sleep apnoea, osteoarthritis, kidney failure, or any number of issues that fall under the category of ageing and need to re-enter the workforce.

Think about it for a moment: if you had to take time off work due to the natural wonders associated with ageing, would the company let you back in? Does the company have disability inclusion policies that actually support people like you, people with disabilities? Perhaps hoping so isn't enough and it's time to do something about it.

Contact me today to arrange a free 1-hour consultation to assess the inclusivity of your inclusion policy.

Hashtags:

#InclusionMatters #WorkplaceEquity #DiversityAndInclusion #Ageism #DisabilityAdvocate #EmploymentSupport #PolicyChange #WorkplaceCulture #InclusivePolicies #RetirementPlanning

Would Thomas Edison make it through your hiring process?

test@looka.com — Mon, 03 Mar 2025 06:43:04 GMT

Are your disability inclusion policies actively seeking the best people?

Thomas Edison was one of the greatest inventors of the modern world

Thomas Edison was a prolific inventor and entrepreneur whose creations revolutionised the modern world. He held over 1,000 patents, including those for the phonograph, the motion picture camera, and the electric light bulb. Edison's ingenuity and relentless pursuit of innovation led to the establishment of General Electric, one of the largest and most diversified industrial corporations in the world. His ability to turn ideas into practical products and his business acumen made him a key figure in the development of modern technology and industry.

The challenges Edison faced

Despite his remarkable achievements, it is arguable that Edison would pass the hiring policies of most companies today. Edison faced significant challenges, including severe hearing loss from a young age, which could have been seen as a barrier in a traditional hiring process. His condition made communication difficult and could have easily been perceived as a limitation. This highlights a critical issue: inclusion must be flexible and not a rigid policy. Otherwise, it ends up excluding the very people it is supposed to include.

The importance of flexible inclusion policies

Imagine the inventions we would have missed out on if Thomas Edison, as a young man with hearing loss, had not been able to reach his peak. This scenario underscores the importance of creating inclusive environments that accommodate diverse talents. Rigid policies can unintentionally exclude individuals who have the potential to make significant contributions.

Fostering innovation through inclusivity

To ensure your company is ready to welcome and support the next Thomas Edison, consider evaluating your current hiring practices and inclusion policies. It's essential to create an inclusive environment that fosters innovation and embraces diverse talents. This means being open to individuals with different abilities, backgrounds, and perspectives.

Key strategies for inclusive Hiring:

1. Assess your policies: Review your current hiring policies to identify any potential barriers that might exclude talented individuals. Ensure your policies are flexible and adaptable to different needs.

2. Embrace diversity: Promote a culture that values diversity and inclusivity. Encourage open communication and provide support for employees with diverse abilities.

3. Provide accommodations: Offer reasonable accommodations to support employees with disabilities. This can include assistive technologies, flexible working hours, and accessible workspaces.

4. Focus on skills and potential: Shift the focus from traditional qualifications to the skills and potential of candidates. Look for individuals who bring unique perspectives and innovative ideas.

Conclusion

Creating an inclusive hiring process is not just about compliance, it's about recognising the value that diverse talents bring to the table. By fostering an environment that supports innovation and embraces differences, your company can unlock the potential of individuals who, like Thomas Edison, may have faced barriers in a traditional hiring process.

Contact me today to arrange a free 1-hour consultation to assess the inclusivity of your hiring policies. Let's work together to create an inclusive environment that fosters innovation and embraces diverse talents.

#InclusiveHiring #DiversityAndInclusion #WorkplaceEquity #Innovation #DisabilityInclusion #InclusiveWorkplace #HR #PolicyChange #EmploymentSupport #Leadership #ThomasEdison

He didn’t get the job because he didn’t have a car!

test@looka.com — Mon, 03 Mar 2025 06:43:04 GMT

Sometimes hiring practices exclude the best people for the job

While working as a DES consultant, I had the opportunity to present a local young man to a company advertising a vacancy.

As we spoke, it became clear to me that this jobseeker was capable of meeting the requirements of the job, and I was keen to introduce him to the employer. Unfortunately, the manager chose not to do this because a requirement of the job was that the applicant must have a car and licence.

The unnecessary barrier

Neither were to be used in the role, but the manager had decided that based on the location and hours of operation, as well as previous experience of staff ringing in saying they could not get to work, that all future applicants would need a car and licence.

I attempted to explain that the jobseeker had an account with the local taxi company and would likely be more reliable than someone with a car, as he would never run out of fuel or be subject to maintenance issues. But the manager was adamant: no car, no job!

The issue with rigid hiring practices

This is exactly the type of rigid hiring practice that people with disabilities face every time they apply for a position: so-called ‘essential elements’ that really have nothing to do with the role at all. Rigid start times are another issue, as people who are able to catch a bus then take a bit longer to walk to the business location and might end up 5 minutes late each day.

The impact on jobseekers

That young man went away asking himself, "What more do I have to do?" He was well-suited, well-capable, and well-qualified. He lived locally, was available for all shifts, was keen to work, and had a super attitude. He was able to fill in for other staff with 30 minutes' notice but did not get an interview for a vacant position because he did not have a car.

Imagine being in his shoes, knowing you have the skills and the drive, but being turned away because of a requirement that has nothing to do with your ability to perform the job.

Rethinking hiring practices

Are your company’s hiring practices so rigid that you are eliminating the best people before you even meet them? It's time to rethink these practices to ensure you're not missing out on top talent. Here are some key strategies to consider:

1. Assess job requirements: Review the requirements for each role to ensure they are truly essential. Remove any unnecessary barriers that may exclude capable candidates.

2. Flexible start times: Consider offering flexible start times to accommodate those who rely on public transportation.

3. Alternative transportation options: Recognise that not all candidates will have a car. Provide options such as taxi accounts, ride-sharing, or public transport stipends.

4. Focus on skills and attitude: Prioritise the skills, attitude, and potential of candidates over rigid requirements that do not directly impact job performance.

Conclusion

Rigid hiring practices can prevent you from meeting highly capable individuals who could greatly contribute to your organisation. By re-evaluating and updating these practices, you can create a more inclusive environment that attracts top talent.

Contact me today to arrange a free 1-hour policy and practice check-up. Let’s work together to ensure your company’s hiring practices are truly inclusive.

#InclusiveHiring #DiversityAndInclusion #WorkplaceEquity #DisabilityInclusion #FlexibleWork #HR #PolicyChange #EmploymentSupport #Leadership #TalentManagement

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𝗘𝗹𝗲𝘃𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝘀𝗼𝗰𝗶𝗮𝗹 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆

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𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗼𝗳 𝗖𝗵𝗼𝗶𝗰𝗲: 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗔𝘀𝗸𝗶𝗻𝗴 𝗪𝗛𝗬 𝗮𝗻𝗱 𝗪𝗛𝗔𝗧

What sets your company apart?

I was now the invisible man: I had disappeared from society

Overlooked and ignored, I had lost all importance

What it means to be an employer of choice

What would it mean for you to be an employer of choice? Anything? Nothing?

We hated being left out then and we hate being left out now

Would Thomas Edison make it through your hiring process?

He didn’t get the job because he didn’t have a car!

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