Disability Inclusive Employment Job Advertising Practices

Disability Inclusive Employment Job Advertising Practices

In Kenya, the journey toward inclusivity in the workplace is gaining momentum, with a growing emphasis on ensuring that people with disabilities are given equal opportunities in employment. However, one of the key challenges remains the lack of inclusive job advertising practices.

These practices are essential to attract and engage persons with disabilities, ensuring that they are adequately represented in the workforce. This article delves into the critical aspects of disability inclusive employment job advertising practises, offering strategies to make job postings more accessible and appealing to persons with disabilities.

Understanding the Kenyan Landscape

Kenya’s Constitution (2010) and the Persons with Disabilities Act (2003) mandate equal opportunities for persons with disabilities, including in employment. Despite these legal frameworks, the unemployment rate among persons with disabilities remains disproportionately high.

Many employers are unaware of how to effectively reach and engage them during the recruitment process, often due to unconscious biases or a lack of accessible advertising practices.

Barriers in Job Advertising

Job advertisements in Kenya often inadvertently exclude persons with disabilities due to several factors:

1. Inaccessible Formats: Many job advertisements are not designed with accessibility in mind. For instance, job postings that are solely in text-heavy formats or are published on websites not compatible with screen readers create barriers for visually impaired individuals.
2. Unconscious Bias in Language: The language used in job postings can sometimes reflect unconscious biases. For example, emphasizing physical attributes or using phrases like "must be able-bodied" can deter persons with disabilities from applying, even when the job can be performed with reasonable accommodations.
3. Limited Outreach: Job opportunities are often advertised on mainstream platforms that may not reach individuals with disabilities. There is also a lack of targeted outreach to communities where they are likely to be found.

Disability Inclusive Job Advertising Practices

Accessible Job Posting Formats

To make job advertisements more inclusive for persons with disabilities:

1. Use Accessible Platforms: Ensure job postings are on websites that are compatible with assistive technologies like screen readers. The Kenyan job market should prioritize platforms that cater specifically to PWDs, such as the Fuzu and National Council for Persons with Disabilities (NCPWD) portal or the Riziki Source portal.
2. Provide Alternative Formats: Offer job advertisements in multiple formats, such as braille, audio, and plain text, to accommodate different disabilities. This can be achieved by collaborating with disability organizations that can help convert and distribute these job postings.
3. Ensure Physical Accessibility: For physical job postings, ensure they are placed in locations that are accessible to persons with disabilities, such as community centres or organizations of or for persons with disabilities.

Inclusive Language

The language used in job advertisements should be carefully considered to avoid exclusion:

1. Avoid Discriminatory Language: Ensure that the job description does not inadvertently exclude persons with disabilities. For instance, avoid terms that suggest a preference for candidates without disabilities unless they are genuinely essential for the role.
2. Highlight Inclusivity: Explicitly state your organization’s commitment to disability inclusion. Phrases like “We encourage applications from persons with disabilities” or “Our workplace is disability-friendly” can signal that they are welcome to apply.
3. Focus on Skills, Not Physical Abilities: Emphasize the skills and qualifications required for the job rather than physical abilities. For example, instead of stating “must be able to lift 20kg,” consider “must be able to manage inventory,” and mention that reasonable accommodations can be provided.

Targeted Outreach

Reaching persons with disabilities requires deliberate and targeted efforts:

1. Collaborate with Disability Organizations: Partner with organizations like the UDPK, NCPWD, and various disability advocacy groups in Kenya to disseminate job advertisements. These organizations have direct access to networks of persons with disabilities.
2. Use Community Media: Advertise job openings through community radios, disability magazines, and newsletters that cater to persons with disabilities. These channels are more likely to reach individuals who might not have access to mainstream media.
3. Engage in Job Fairs and Workshops: Participate in job fairs and workshops specifically organized for persons with disabilities. These events provide a platform to interact directly with potential candidates and address their concerns about the recruitment process.

Continuous Improvement and Feedback

Inclusivity is an ongoing commitment that requires regular assessment and adjustment:

1. Collect Feedback from them: After the recruitment process, seek feedback from applicants with disabilities on the accessibility and inclusiveness of your job advertisements. This input can help refine future practices.
2. Monitor Diversity Metrics: Track the diversity of applicants and hires to assess the effectiveness of your inclusive advertising practices. If the numbers of applicants with disabilities are low, revisit your strategies and identify potential areas for improvement.
3. Stay Updated on Best Practices: Engage with ongoing training and stay informed about inclusive practices, both locally and globally. Regularly update your advertising strategies to align with evolving standards of disability inclusion.

Inclusive job advertising practices are vital for tapping into the talents of persons with disabilities in Kenya. Kenyan employers can create a more diverse and dynamic workforce. Ultimately, these efforts contribute not only to the empowerment of persons with disabilities but also to the overall economic and social development of the country.

Article written by: Emomeri Maryanne