Is your workplace truly welcoming to employees with disabilities? Today, accessibility and inclusivity are becoming more important in the labor market, and you can transform your approach to recruiting, hiring, and onboarding to better support new hires with disabilities.
Consultants can help you revamp your team-building strategies for this objective. Plus, these tips will explain why you should register for an EIN, offer online education benefits, and more!
Set Up Payroll and Obtain an EIN
Before hiring any new employees, you’ll need to set up your payroll system. To save time on your end, you can sign up for an automated payroll service or hire an accountant to handle these processes for you.
Furthermore, you’re legally required to register for an Employer Identification Number before bringing team members on board. The IRS utilizes your EIN to track your payroll taxes and assess compliance, and you’ll need it in order to provide your employees with retirement plan options.
Tweak Your Recruitment Strategy
If you want to welcome more employees with disabilities to your team, you need to change the way you recruit new hires. Handshake recommends partnering with community organizations that help people with disabilities to advertise your job openings. You can also link up with disability services departments at local universities to provide an on-ramp for internship programs and entry-level positions.
The Interview Process
Accessibility doesn’t start at the office – it starts with your hiring and interview procedures. You can hold interviews over the phone or via video chat, and if a candidate does want to come to the office, ensure that they will easily be able to navigate your brick-and-mortar space with a mobility device.
Highlight Your Benefits Package
When it comes to structuring your benefits package, keep in mind that your employees with disabilities will likely be deeply concerned with your health insurance plan options. To choose plans that cover your employees’ needs, consult with your team to determine their satisfaction with your current offerings, and switch plans if necessary. You can also offer perks that might be especially appealing to people with disabilities, like the option to work remotely or enjoy flexible hours.
Offer Continuing Education Online
Many people with disabilities feel that their employers do not adequately invest in their professional futures. Go the extra mile to provide career development opportunities for all of your employees, like hosting workshops, registering for conferences, or facilitating skills training and certifications.
You can also offer to fund for continuing education through an online degree program. If you’re looking for a specific program, this may be a good option. Lots of people with disabilities find it easier to complete their degrees online, especially if they’re working full-time or handling family responsibilities.
Provide Reasonable Accommodations
Your employees with disabilities will need you to provide reasonable accommodations in the workplace so that they can carry out their duties. Hunter Pyle Law states that this could include providing assistive technology or other tools for free, modifying your employee’s schedule to accommodate medical appointments, providing designated parking space, or renovating certain facilities or office spaces to ensure they are accessible, depending on the expense. Keep in mind that while employees will typically request specific accommodations on their own, their healthcare providers can also ask for accommodations on their behalf.
It’s never too late to prioritize accessibility in your hiring methods. You can enhance every aspect of your recruiting and onboarding processes to become a more inclusive workplace. With these tips, you’ll also be able to receive your EIN, improve your benefits package, and give your employees the chance to further their education online.