7 Ways to Create Job Opportunities for People with Disabilities

Job fairs and dedicated employment hotlines can make the job application process more accessible for people with disabilities, thus attracting a broader, more diverse talent pool.

What are you doing to create job opportunities for people with disabilities?

Why You Want to Create Job Opportunities

When you intentionally recruit people with disabilities, you make it easier for those who often face barriers to meaningful employment.

But doing so requires targeted recruitment strategies to attract this often-overlooked workforce.

More than 10% of working-age people in the United States have a disability, but only about 35% are employed. The gap isn’t due to a lack of interest. Many employers have indicated that they would like to hire people with disabilities but claim few apply.

Why They Don’t Apply

There are many reasons people with disabilities might not apply for jobs, including a lack of awareness of open positions for which they’re qualified and a belief that they may be less than welcome due to their disability. However, the main reason people with disabilities don’t apply for jobs is physical barriers to the application process itself.

Today’s most common methods for job searches, including job fairs, online job boards and job hotlines, aren’t always accessible to people with disabilities. To address this, recruiters can implement company-wide processes that encourage individuals to apply, such as accessible job fairs, dedicated job hotlines and online job boards that are optimized for people with disabilities.

1. Job Fairs Designed for People with Disabilities

In October, which is National Disability Employment Awareness Month, PRIDE Industries hosted its second annual I AM ABLE Disability Job Fair. Over 500 job seekers with disabilities registered for the event, and nearly 1,000 attended. The draw was the opportunity to connect with employers that would give them a chance. The event fostered a supportive and inclusive atmosphere, designed for people with visual impairment, hearing impairment, wheelchair users and those on the autism spectrum.

Created by people with disabilities for people with disabilities, the job fair offered accommodations for a diverse range of needs: sign language translators, Braille signage, service animal water and relief areas, quiet interview spaces and more. Employers were even offered training on how to effectively engage with candidates with disabilities, creating a more supportive hiring process.

Accessible job fairs designed for people with disabilities not only provide the necessary accommodations, they also send a strong message that employers value the contributions of all employees. These types of job fairs reduce employment barriers while highlighting the important role people with disabilities play in building strong, diverse communities.

2. Job Hotlines for People with Disabilities

Another practical, low-cost way to recruit people with disabilities is to develop a dedicated job hotline. These have been shown to encourage individuals to seek employment positions that they might otherwise be unaware of. They also send a clear message that their skills and talents are highly sought after, and that the company values a diverse, inclusive workforce.

In 2021, PRIDE Industries launched a dedicated job hotline to help people with disabilities connect with potential employment opportunities. The I AM ABLE Employment Helpline now receives more than 3,000 calls per year from people eager to learn more about employment services and be matched with employers looking to fill positions. More than 200 jobs have been secured thanks to the hotline, resulting in an estimated $5 million in wages.

3. Job Boards for People with Disabilities

Technology has revolutionized every aspect of our lives, including the way in which we find employment. Unfortunately, many online platforms fall short for people with disabilities. Despite ADA requirements, many job boards fail to accommodate assistive technologies, making it difficult, if not impossible, for people with disabilities to apply. This is one reason that traditional recruiting methods like call centers and in-person job fairs are so popular for this population.

Following Web Content Accessibility Guidelines (WCAG) as outlined by the World Wide Web Consortium (W3C) is a first step in ensuring accessibility for individuals with physical, cognitive, auditory and visual limitations. It is considered the standard for developing and maintaining inclusive digital content.

Designing job boards specifically for people with disabilities ensures they have access to the same web content as other job seekers. It allows them to use the assistive technologies they need to apply for jobs – for example, screen readers for visually impaired candidates and keyboard navigation for those with physical limitations that prevent them from using a mouse.

Inclusive Hiring is Good for Business

Research has consistently shown that inclusive recruitment practices lead to success. In fact, some of the largest companies in the world have developed recruitment programs aimed at attracting people with disabilities. Amazon, Google, Target and Walgreens are just some of the companies that have been recognized for their inclusive recruitment, hiring and employment practices.

It’s not enough to simply claim inclusive recruitment practices. Rather, companies must develop comprehensive plans to attract people with disabilities and build an inclusive company culture. Additional ways recruiters can ensure their recruitment practices are accessible for people with disabilities include:

4. Simplify job descriptions to make sure they’re clear and concise, without jargon or metaphor-laden language.

5. Offer multiple application methods, including email, web, phone and in-person applications.

6. Allow extra time for candidates to prepare for interviews and send any materials or paperwork ahead of time.

7. Anticipate any needed accommodations in advance, such as interpreters, wheelchair access or technology assistance.

Defining an Inclusive Recruitment Process

Dedicated job fairs, specialized job hotlines and accessible websites are simple ways recruiters tap into an underutilized talent pool. These job recruitment practices ensure positions are available to all applicants, regardless of disability, and send a clear message that an inclusive workforce is a priority for employers. These best practices open up a wider source of talented candidates who are sure to become an essential part of your team.