While studies have shown that employees with disabilities have higher work ethic, many companies still neglect reaching out to the disabled talent pool. Recent survey findings examine how HR can find and utilise this untapped resource for new talent.
Students with disabilities at the tertiary level have a 100% course completion rate. International studies show that companies which diversify their workforce by reaching out to recruit employees with disabilities see lower overall turnover, increased company loyalty and improved efficiency. And yet, this talent pool remains largely overlooked and untapped by HR and company recruitment.
A new survey, Tapping a Pool of Disabled Talent, examined how HR and employers can better understand and reach out to potential talent with disabilities, and attempts to dispel some of the hesitancy and misinformation which still circulates regarding hiring disabled individuals. The survey, conducted by Community Business in partnership with Barclays, collected responses from over 12% of the disabled talent population in Hong Kong; the survey gathered responses from students at the tertiary level as well as those already employed or currently seeking employment.
Fern Ngai, CEO of Community Business, said that this study was crucial in educating Hong Kong employers about the positive impacts the talent pool of disabled individuals could have, stating, “The pool of disabled talent in our study is well-educated, determined and ambitious, and are interested in pursuing a career in the corporate sector.”
Looking at talent
Responses to the survey demonstrated a wide range of jobseekers with various disabilities. The majority had impairments related to either visual (41%), physical (28%) or hearing (26%). Students had been or were currently enrolled in programs from across Hong Kong’s leading universities—the majority studying at City University of Hong Kong (23%), and The University of Hong Kong (21%)—and representing a broad range of subjects from economics and Finance to law and administration, social work to engineering, creative multimedia to real estate.
Despite the diversity in subject focus, more than 70% of respondents indicated that they would prefer a job in the corporate sector, with almost three-quarters considering work with a multinational company. Narrowing down the fields, two-thirds are seeking work in government organisations, followed closely by charity or NGOs.
Looking at applicants
The survey gathered responses across Hong Kong from people with disabilities who are either currently employed, seeking employment, or completing their tertiary education. While 30% of respondents had found employment, the vast majority (64%) were either studying or still seeking positions. Many respondents cited their own uncertainty and fears regarding the application process as a main hindrance to successfully securing positions.
The main concern for disabled applicants is disclosure. One survey respondent explained the concern that many jobseekers with disabilities face, asking “Once the employers know my disability, how do I explain the details? Will I fall into the trap of deceiving them? It’s a fine line between marketing myself positively and deceiving the employer, but being truthful may result in not getting a job.”
Employer awareness of impairments, and education to dispel the myths and stigma that still exist, is crucial in allowing HR to take the necessary steps to welcome and recruit talent with disabilities.
Where and how to look
When it comes to recruitment within this talent pool, the survey indicated that many companies may be looking in the wrong places. The majority—nearly two-thirds—of respondents revealed they relied more heavily on their social networks and channels through friends, classmates, and relatives when searching for jobs or advice on job searching, while a mere 15% attended graduate recruitment fairs. This means that companies looking to diversify through the recruitment of disabled talent needs to take extra steps in reaching out to the community within Hong Kong.
Such outreach makes a significant impact on attracting talent with disabilities. Nearly three-quarters of respondents said that a company’s stated commitment to diversity and inclusion was the biggest factor in whether they would apply. This is opposed to only 27% who said they would be encouraged by the use of diversity on recruitment advertising, indicating that it was actions such as having a dedicated point of contact or events targeted towards the disabled community that made an impact, rather than empty gestures and marketing.
Looking to the future
Although often overlooked, the pool of talent with disabilities can offer numerous benefits to a company. Expanding diversity can have immense positive effects on a workplace environment. When inclusion is encouraged, retention and employee loyalty can increase exponentially. Naomi Tsuru, Head of HR Group in Japan for Barclays, emphasised that cultural awareness and an inclusive environment can promote productivity and performance, as well as have a positive influence on client perspective.
Fern Ngai expanded, by stating that “companies that take the lead in offering opportunities to people with disabilities are rewarded. It is clearly good for business. We hope that more companies will get actively involved in our various efforts to increase employment opportunities for students with disabilities—not just in Hong Kong, but across the Asia region.”
Paul Arkwright
Publisher
