Challenges for disabled students in the job market. Learn about inclusive hiring practices, employer perspectives and creating a diverse workplace.
These are the sobering words one respondent used to describe what it’s like as a disabled student looking for employment, in response to a recent survey we sent to both students and employers.
It’s clear that there’s plenty of room for improvement when it comes to inclusive hiring practices, but there's some good news amidst the challenges.
Firstly, only 28 percent of employers surveyed confirmed having specific policies in place to support disabled employees. It's encouraging to see that some organisations are taking steps towards inclusivity, but this number can grow significantly.
If your prospective employers don't have these policies yet, it's an opportunity to advocate for positive change - something we’re committed to at SJS. A written policy can be seen as a ‘stake in the ground’ - it’s a written commitment that can be used as a reference point whenever needed.
A recurring theme from the student survey is the hesitancy of many students and graduates to disclose their disability during the application process. They fear that acknowledging their disability may adversely affect their job prospects.
This hesitancy may be due to the fact that 77 percent of disabled students surveyed have encountered obstacles during their job search journey.
Despite the hurdles they face, these students and graduates are resilient and resourceful. Many express a desire to contribute their unique skills and perspectives to the workforce.
Diversity is an asset, not a hindrance. Given that 1 in 4 New Zealanders identify as having a disability, this includes neurodiversity, it’s never been more important to have fair representation in New Zealand businesses.
Diversity in abilities also means diversity in thought: approaching problems in different ways is invaluable in any business.
Embracing neurodiversity in the workplace brings an array of other advantages. When given a chance to flourish in the workplace, disabled students bring a level of reliability and loyalty that is hard to come by. This diversity in skills and ideas helps contribute to a more creative and collaborative work environment.
The good news is the employers surveyed showed genuine interest in learning more about disabilities in the workplace. Many respondents showed interest in educational workshops and prompts that keep inclusive hiring a live conversation.
These discoveries show us the big hurdles that disabled people face when trying to find jobs. As we advocate for a fair job market for everyone, it's important to tackle these challenges head-on.
If you’re working for an organisation, why not ask your manager about their disability policy and start the conversation? Working together, we can find solutions to make work environments inclusive for all.