Mind the gap

Hong Kong's labour market is undergoing a subtle but significant shift. Once viewed primarily through the lens of efficiency and output, talent acquisition is now beginning to encompass broader notions of diversity and inclusion. In this evolving landscape, some employers still have concerns about hiring people with disabilities, concerns that often misrepresent the realities on the ground.

HR Magazine spoke with Loïc André, Country Manager, WISE who heads up a social organisation focused on empowering people of all abilities through employment.WISE adopts a "charitable heart and business mind" approach to deliver sustainable impact to the candidate talent pool.

André believes that separating perception from reality is crucial if HR and organisations are to unlock the full benefits of inclusive hiring. He noted, “There is a tendency to overestimate the cost and complexity of accommodating employees with disabilities. Yet, in practice, most adjustments are neither costly nor disruptive."

There is a tendency to overestimate the cost and complexity of accommodating employees with disabilities … in practice, most adjustments are neither costly nor disruptive.

Loïc André, Country Manager, WISE

Perceived Challenges
Employers most frequently cite three main barriers to disability hiring:

1. Productivity fears—some assume that a candidate's disability will impede performance or slow team output.
2. Accommodation costs—there is a notion that procuring specialised equipment or adapting workspaces will strain budgets.
3. Inclusion—concerns surface that existing teams may struggle to integrate colleagues with differing communication or mobility needs.

André noted that these concerns often reflect a lack of exposure rather than real experience. He said, "Because we match talents based on their strengths for a specific role, productivity—needs are met from day one. Moreover, there are several government subsidies that are easy for employers to tap into and WISE supports organisations in accessing these funds."

Real-Life Challenges
Beyond these common HR fears, the true obstacles lie elsewhere, though they tend to be procedural or cultural rather than technical. There are several key points for HR consideration that may be impeding inclusivity throughout the recruitment process:

1. Inaccessible recruitment processes—online applications may not be compatible with assistive technology, and assessments can overlook candidates who excel in non-standard formats.
2. Unconscious bias—hiring managers may unconsciously favour familiar profiles, screening out qualified applicants who present differently on paper or in interviews.
3. Lack of internal expertise—without guidelines or training, human resources teams can feel ill-equipped to discuss reasonable adjustments or support needs.

Such hurdles often stem from outdated recruitment processes, rather than from the candidates themselves. André advised, "Updating job descriptions, redesigning interview protocols and providing bias-awareness workshops often make an immediate positive difference to the hiring process."

Inclusive recruitment checklist
There are a number of simple, practical steps that HR teams can deploy to help reduce and eliminate such recruitment bottlenecks.

1. Audit job ads—ensure language is neutral (e.g., "person living with disabilities" rather than "disabled") and clearly state willingness to discuss adjustments.
2. Test for accessibility—have your careers portal and application forms reviewed by users of screen-readers, voice-control tools and other assistive technologies.
3. Train the hiring team—conduct short workshops on unconscious bias, neurodiversity and disability etiquette to build confidence and competence.
4. Partner with inclusive agencies—collaborate with specialist providers as you gear up your own talent-acquisition tools and employer brand to attract diverse talent.
5. Monitor and provide feedback—set clear metrics (e.g., ratio of interviews to hires, retention rates) and gather feedback from both candidates and line managers to refine your approach.

With these relatively simple steps implemented, HR should then be able to leverage fairly immediate returns in candidate quality and staff engagement.

Success with theme park cleaning team
A theme park in Hong Kong (that narrows it down a bit) sought to bring its outsourced cleaning services in-house in to help lower costs and enhance consistency of quality. Partnering with WISE, the park trialled six diverse candidates over dedicated trial periods, selecting four for ongoing employment and was able to save HKD 46,000 in recruitment fees and leverage HKD 240,000 in government subsidies, totalling HKD 286,000 in combined savings and support.

To help ensure continuity, they established a WhatsApp support channel between WISE Employment Partners, the hiring manager and HR to help resolve any issues in real time and provided manager training on inclusive performance management, ensuring best practices when supervising team members with disabilities.

The theme park's HR lead reported that the cleaning team not only met but exceeded their performance expectations. The organisation achieved cost savings and enhanced workplace inclusivity with no operational disruption. In addition to providing meaningful employment opportunities, the partnership demonstrated clear business benefits—reliable service, reduced overheads and a stronger employer brand.

Mind the gap
The gap between perceived and real challenges in disability hiring is narrowing, but only where leaders commit to action. By updating processes, educating teams and partnering with specialist providers, HR practitioners can transform apprehension into opportunity and profit. Inclusive hiring is no longer just a 'nice to have', it gives organisations a strategic advantage," André concluded, "Those who embrace it will find their organisations more innovative, resilient, and connected to the communities they serve."

So, take a few moments to see how you measure up to the checklist above and consider piloting your own partnership and discover your own short-term and long-term wins.