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In May, the Boston Consulting Group published an international study that revealed most businesses don’t know how many employees with disabilities they really have.
Awareness and commitment go together. If you’re committed to something you put all your effort into it, including learning everything you can about it. As well, if you’re hiring people who have a disability without a strategic plan for the entire employment life cycle, you’re not demonstrating true commitment to disability inclusion. You can’t authentically claim to be a committed disability-inclusive employer merely because you’ve hired people who have a disability. That’s just the first step in a long journey.
Step 1 — outreach and recruitment — is where you embrace the business case for disability-inclusive hiring. A system change happens with recruitment advertising and accessibility statements. You make recruitment process changes by raising your awareness about disability and meeting legislative requirements.
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