Hiring based on diversity and inclusion has proven to be the innovative spark needed for industry-disrupting start-ups, and I have seen firsthand how inclusive hiring can transform lives and empower individuals, especially those with intellectual disabilities.
Yet in Singapore, only 3 in 10 persons with disabilities of working age, 15 to 64, are actively employed. Effectively, two-thirds of persons in this age group are outside the labor force, and it’s an even bleaker picture in the Asia Pacific region, with the UN reporting that the unemployment rate for Persons with Intellectual Disabilities (PWIDs) is double that of the general population, often as high as 80% or more.
It must also be noted that PWIDs remain one of the world’s most underserved, misunderstood, and stigmatized populations. According to research done by Special Olympics Asia Pacific, surveying attitudes and perceptions of the public towards PWIDs, awareness of intellectual disabilities is moderate; only 60% of Asia Pacific respondents were aware of intellectual disabilities, and less than 1 in 3 respondents have personally interacted with PWIDs. Intellectual disabilities also ranked low in the region, with environment, poverty, and human rights being the key concerns.
Given this, there is a tendency for communities to isolate or keep PWIDs apart from mainstream society because of perceived differences. This amplifies misunderstandings and fear of the unknown, heightening the schism and deepening prejudice.
Breaking down barriers requires a deeper understanding of the issues that PWIDs face, and being able to communicate clearly with them is the first step to bridging the gap. Being open to employing and having authentic conversations with PWIDs in our workplace will bring us together in helping us overcome our blind spots and challenges when it comes to hiring PWIDs.
Inclusive hiring needs to extend beyond ticking boxes
That being said, the road to inclusion cannot be achieved alone. This is where startups can step in and make a real difference.
Diversity and inclusion are vital elements for fostering a thriving workplace within every organization. In the realm of startups, the significance of diversity and inclusion cannot be emphasized enough. The eco-system thrives on creativity, innovation, adaptability, and flexibility in order to flourish, and a diverse workforce plays a crucial role in attaining these objectives.
Cultivating an inclusive work culture is arguably a game-changer for robust organizational performance. According to Great Place To Work, a diverse and inclusive workplace can result in higher revenue growth, greater readiness to innovate, increased ability to hire a diverse talent pool, and 5.4 times higher employee retention.
To nurture a diverse workforce, startups must wholeheartedly embrace diversity in their recruiting and hiring practices. This entails going beyond conventional methods and extending the search for talent to encompass diverse communities. By casting a wider net and including PWIDs in the hiring process, startups can tap into a vast talent pool of skilled and motivated workers with different backgrounds and experiences.
Although hiring PWIDs is a significant step in the direction of creating an inclusive workforce, it’s essential to recognize that true inclusion needs to extend beyond just the hiring process.
The key is ensuring meaningful employment versus hiring to meet a diversity quota, meaning that organizations should hire PWIDs based on abilities and aptitude.
A referral-based program, for example, can unintentionally cause an imbalance in the diverse makeup of the workforce, especially if employees refer candidates of the same backgrounds.
Therefore, HR leaders must use a broad variety of recruiting mediums in their search for a new hire by broadening their recruitment efforts to encompass individuals from various backgrounds. This practice can help facilitate greater workforce inclusion and construct a stronger team enriched with diverse perspectives and experiences.
Specifically, through our programmatic work in Athlete Leadership, we find ways for athletes to develop foundational skills, such as presentation and communication know-how, that also apply to the workplace – allowing them to contribute beyond the sports field. The program allows PWIDs to demonstrate their leadership abilities through practical experiences in roles of responsibility with appropriate training.
A truly inclusive workplace
However, simply bringing PWIDs on board is insufficient to ensure an organization is genuinely inclusive. A truly inclusive workplace is one where PWIDs are able to learn, thrive, and be respected. At Special Olympics Asia Pacific (SOAP), our core mission is to create a community-based grassroots movement for PWIDs, combining sports, healthcare, and community building and inclusion – that includes continual facilitation for equal employment opportunities.
Startups can make a difference by investing in diversity training for all employees across the organization to ensure everyone buys into the vision and grasps the critical significance and need for a diverse workforce.
Specific to PWIDs, leaders can instill a role-based approach to inclusivity that considers the environment that PWIDs will be entering and what working in the company would look like for them. This will help PWIDs to thrive in their roles and contribute fully to the organization’s success, just like any other employee.
Inclusive hiring isn’t just the right thing to do; it’s also the smart thing to do.
About the author
Dipak Natali has been involved in the Special Olympics movement since 2006. He has worked with the APAC region’s 35 Programs in areas of leadership development, coach development, competition delivery, fundraising and communications. UK-born, he developed a passion for social justice at a young age after being inspired by Live Aid and his mother’s efforts to raise money for the Ethiopian famine in the 80s. A sports and music fan, Stevie Wonder, Bob Marley and Fela Kuti are his inspirations.
