Now more than ever, the competitive environment for diverse top talent has left hiring managers swirling for answers on how to stand out to skilled candidates. 

One key group of talent that is often overlooked when thinking about diverse candidates is individuals with invisible disabilities. Individuals with invisible disabilities could include people who have learning differences, anxiety/depression, chronic illness/pain, or are on the autism spectrum. Invisible disabilities are just that: you can’t see them, but without proper accommodations can hinder the ability of an individual to reach their full potential. Consider this: the person you talk to or sit next to every day might be dealing with a disability and you don’t even know it. Some top performers already get the accommodations they need, while other employees may need access to accommodations to make them the best they can be. So, why do some organizations not have this large candidate population on their radar?  

It is paramount to the success of any organization to not just learn how to manage people with invisible disabilities but provide clear expectations, open communication channels and implement inclusive business practices. This can be done by cultivating a space where people can receive job coaching, task training, time management skills, and a safe space where requests for reasonable accommodation can be more willingly disclosed, heard, and supported. We are operating in a post-pandemic time where candidates now are dictating how they want to work. Why should this be any different? If anything, we are more prepared now than ever to offer accommodations.

There has never been a more important time to consider how your organization could be self-selecting out of top talent due to long-standing stereotypes surrounding the capabilities of individuals with invisible disabilities. Not only can implementing inclusive business practices result in people with invisible disabilities attaining the necessary job skills, but it will improve your overall workplace culture.

Talk to one of our advisors today to help you ensure you are getting all the qualified candidates you need to create an inclusive culture.   

– Via Valenti