Supporting disabled employees and job candidates: Why is this so important?
Authors: Phil Friend and Fiona Morden
Contributing author: Jen Rooney
Brightmine editor: Bar Huberman
Overview
In our series of guides to supporting employees and job candidates with a disability, we discuss the key actions and considerations for establishing disability-confident workplaces.
Here, we explore the reasons why organisations are increasingly finding that hiring and retaining disabled employees through being a disability-confident employer is a strategic imperative. This is the first guide in the series:
- Supporting disabled employees and job candidates: Inclusive recruitment
- Supporting disabled employees and job candidates: Inclusive employment
- Supporting disabled employees and job candidates: Reasonable adjustments
- Supporting disabled employees and job candidates: Monitoring
Note on terminology
Note that throughout this guide the terms "employees with disabilities" and "disabled employees" are used. We recognise that members of the disabled community who subscribe to the social model of disability prefer the term disabled employee as it highlights that people are disabled by society's inability to accommodate their impairment or condition rather than the individual's impairment or condition itself.
The terminology an individual uses to describe their condition is a personal choice and should be respected.
