Chris Holman welcomes back Teri Sand, SHRM-CP, PHR, CBSP, CRP, Business Services Manager, Capital Area Michigan Works!, Lansing, MI, but serving Ingham Eaton, and Clinton Counties.
Watch Teri and Chris discuss National Disability Employment Awareness Month, in the YouTube video shared below:

In their conversation, Chris looked to find out several things from Teri.
THEME: National Disability Employment Awareness Month and best practices for recruitment.
 Teri will discuss hiring and employment accommodations, and accessibility best practices.

 ● October is National Disability Employment Awareness Month, Teri, tell us about that?
 ○ “NDEAM celebrates the contributions of America’s workers with disabilities past and present and showcases supportive, inclusive employment policies and practices that benefit employers and employees,” according to the U.S. Department of Labor.
○ This year’s theme is titled, “Advancing Access and Equity.”

● Tell us how Embracing diversity and inclusion in your workplace is the right thing to do? 
○ “Companies that embrace disability inclusion have 28% higher revenue than those that don’t,” according to Accenture. 
○ When hiring ensure your process is accessible to everyone. 
■ Be clear you’re open to individuals with disabilities in your workforce. 

● A 2019 study by the Harvard Business Review found only 39% of individuals with disabilities felt comfortable disclosing their disability to their manager. How does that apply to our discussion?
● Showing that you’re the kind of company that actively wants individuals with disabilities as part of your workforce should not only get more individuals with disabilities to apply to open positions but help them feel comfortable advocating for their needs from the start. 
■ Offer accommodations. 

● “Is there anything we can do to accommodate you so that you have all the tools necessary to nail this interview?” 
● Provide candidates with a choice in format or flexible interview times. 
■ Remove barriers and unnecessary restrictions. 
● Do job candidates need to lift anything for your position? Do they need to be able to stand for a specified number of hours? 

● We understand Some positions have obvious physical requirements, but others don’t need to include them on a job posting if it’s not necessary for a role? 
■ Offer remote interviews. 
● This allows job candidates to interview from a space they are comfortable with, in a way that doesn’t highlight their disability. 
● “10% of the US population and 96% of individuals with chronic medical conditions have an ‘invisible’ disability, one that’s not readily apparent by looking at them,” according to Disabled World, an independent health and disability news and information source.