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Ableism
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Avoiding Ableism in Job Posts Is Vital Ableism can sneak its way into job descriptions without hiring teams being aware of it. That’s because ableism is one of the more subtle biases, according to the inbound recruiting experts Datapeople. For most recruiters, it’s not always clear which requirements may deter qualified candidates. Or how to address ableism in a statement about the company’s commitment to diversity. Datapeople says that addressing ableism comes down to two things. One, establishing what is an essential function for a job and what isn’t, and keeping requirements to the essentials. Two, providing reasonable accommodations that enable someone with a physical limitation to perform the job. Requirements are one area where job descriptions commonly go astray. It’s tempting to add some nice-to-haves to the requirements section of a job description, Datapeople says. And that’s okay, as long as hiring teams emphasize that the nice-to-haves are just nice-to-haves and not absolute requirements. In the end, ableism is a subtle bias that’s all too common in the requirements section of job descriptions. But that doesn’t have to be the case. Hiring teams can reduce or eliminate ableism by limiting requirements to just the essentials. And if a candidate does have a disability, employers can (and must, legally) provide reasonable accommodations to enable them to do the job. Find Out More At https://datapeople.io/
