Making a workplace inclusive starts with ensuring that job listings are written in a way that encourages people with disabilities to apply
When Kelly Dilworth Campbell came across a job listing for a ghostwriter position, one of the qualifications listed – “Responsible. Meets all deadlines” – didn’t sit well with her.
Workers who are neurodivergent or have other disabilities are already prone to facing barriers, but Ms. Campbell’s experience highlights another barrier that emerges when the language used in job ads inadvertently weeds out people with disabilities. But the issue, Ms. Campbell says, lies with these “subtle turns of phrase” and “signs that a job might be excessively production-oriented or that there’s little room left in the day for accommodations.”
In Ms. Campbell’s case, as someone with a hidden disability, she explains she’ll “think twice about applying for a job that feel qualified for if the listing focuses more on soft traits than on hard skills or if it’s full of super specific descriptors of the position’s ideal candidate.” Based on this language, he says that “some people may assume the role is not a fit for them and may self-select out of applying.”
As Mr. Fagan and Ms. Goode both point out, making a workplace inclusive starts with ensuring that job listings are written in a way that encourages people with disabilities to apply – and this starts with sticking to the essential requirements of the job rather than an exhaustive list of skills and competencies.
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