Disability Union SAP Czech Republic
Creating true job opportunities, working conditions and development
About us
We are here to stimulate creation of jobs for disabled talents. We root for providing accommodations needed at work. We would like to see more of retaining & developing disabled whatever it takes.
Our motto goes as Enabling of disabled. We rely on Empathy and Inclusion – engage the talents however they look and feel.
We would like to achieve our vision by making sure companies really hire & retain disabled. We validate what kind of roles disabled get. We make sure that companies Provide extended & guaranteed training to compensate for education disabled miss.
Prejudice & fear not to meet expectations make employers hesitant to hire disabled. Business world suffers from having no true definition of diversity, which is unthinkable without disabled. We see a lot of ignorance towards office spaces and remote jobs – few are sufficiently customized for special people with the needs.
We'd like to have 3 out 4% disabled required by law – truly on payroll! We'll be happy to see disabled staying 70% of time other employees spend with companies. Now disabled stay twice shorter for various reasons. We would like to reach 75% level of university education for disabled (compared to other employees).
We'll work to achieve 80% satisfaction level on working conditions. Now it's less than 50% (numbers are taken from industry statistics and are not tied to any specific company)!
Our motto goes as Enabling of disabled. We rely on Empathy and Inclusion – engage the talents however they look and feel.
We would like to achieve our vision by making sure companies really hire & retain disabled. We validate what kind of roles disabled get. We make sure that companies Provide extended & guaranteed training to compensate for education disabled miss.
Prejudice & fear not to meet expectations make employers hesitant to hire disabled. Business world suffers from having no true definition of diversity, which is unthinkable without disabled. We see a lot of ignorance towards office spaces and remote jobs – few are sufficiently customized for special people with the needs.
We'd like to have 3 out 4% disabled required by law – truly on payroll! We'll be happy to see disabled staying 70% of time other employees spend with companies. Now disabled stay twice shorter for various reasons. We would like to reach 75% level of university education for disabled (compared to other employees).
We'll work to achieve 80% satisfaction level on working conditions. Now it's less than 50% (numbers are taken from industry statistics and are not tied to any specific company)!
"Empowering Disabled Individuals in the Workplace: A Focus on Office Employment"
Introduction:
Creating an inclusive work environment is not only a moral imperative but also a crucial step toward building diverse and dynamic teams. In this article, we'll explore the significance of disabled employment within office settings, shedding light on the benefits, challenges, and strategies for fostering a workplace that embraces diversity and accessibility.
Benefits of Disabled Employment in Offices:
Diverse Perspectives: Including individuals with disabilities brings a variety of perspectives to the table, fostering creativity and innovation.
Enhanced Productivity: Studies have shown that diverse teams, including disabled individuals, tend to be more productive and yield better results.
Positive Company Image: A commitment to disabled employment contributes to a positive company image, showcasing a commitment to diversity, equity, and inclusion.
Challenges and Solutions:
Accessibility Barriers: Offices may have physical or digital barriers. Implementing accessible infrastructure and technology is vital.
Stigma and Misconceptions: Combatting stereotypes and fostering awareness through training programs helps create an inclusive workplace culture.
Flexible Work Arrangements: Offering flexible work schedules and remote work options can accommodate diverse needs.
Strategies for Inclusive Hiring:
Accessible Recruitment Processes: Ensure that the recruitment process is accessible to all candidates, including those with disabilities.
Disability-Inclusive Policies: Implement policies that support reasonable accommodations, ensuring equal opportunities for disabled employees.
Training and Sensitization: Conduct training sessions to educate employees about disabilities, fostering a more inclusive and understanding workplace.
Conclusion:
Promoting disabled employment in office settings is not just about meeting legal requirements; it's about creating a workplace where everyone, regardless of ability, can thrive. By fostering an inclusive environment, companies can unlock the full potential of their workforce and contribute to building a more equitable society.
To enhance inclusivity in recruitment processes and actively encourage the participation of disabled individuals, organizations can adopt several strategies:
Accessible Job Postings: Craft job descriptions that focus on essential skills and qualifications, ensuring they are written in plain language. Make sure online job portals and company websites are accessible to those with disabilities.
Inclusive Outreach: Actively engage with disability-focused organizations and communities to reach a diverse pool of candidates. Attend job fairs and events that cater to disabled individuals, signaling a commitment to inclusivity.
Flexible Application Processes: Allow for alternative application methods, such as video submissions or interviews, recognizing that traditional methods may present barriers for some candidates with disabilities.
Training for Interviewers: Provide training for recruiters and interviewers to understand various disabilities, eliminate biases, and create an inclusive atmosphere during interviews. Foster an environment that encourages open communication.
Reasonable Accommodations: Clearly communicate the organization's commitment to providing reasonable accommodations during the recruitment process and in the workplace. This ensures that candidates feel supported and able to perform at their best.
Mentorship Programs: Implement mentorship initiatives pairing disabled employees with mentors within the organization. This can help newcomers navigate the workplace and foster a sense of belonging.
Technology Accessibility: Ensure that all digital platforms used in the recruitment process are accessible. This includes accessible career portals, video conferencing tools, and any pre-employment assessments.
Diversity and Inclusion Policies: Clearly articulate and communicate the organization's commitment to diversity and inclusion. This not only attracts a diverse talent pool but also demonstrates a genuine dedication to fostering an inclusive workplace culture.
Feedback Mechanisms: Establish feedback mechanisms for candidates to express any challenges faced during the recruitment process. Use this feedback to continuously refine and improve inclusive practices.
Collaboration with Disability Advocacy Groups: Partner with disability advocacy organizations to gain insights, feedback, and support in building and maintaining an inclusive recruitment process.
By incorporating these strategies, organizations can create an environment where disabled individuals feel valued and empowered, fostering a workplace that reflects the diversity of the broader community
Accessible Job Postings: Craft job descriptions that focus on essential skills and qualifications, ensuring they are written in plain language. Make sure online job portals and company websites are accessible to those with disabilities.
Inclusive Outreach: Actively engage with disability-focused organizations and communities to reach a diverse pool of candidates. Attend job fairs and events that cater to disabled individuals, signaling a commitment to inclusivity.
Flexible Application Processes: Allow for alternative application methods, such as video submissions or interviews, recognizing that traditional methods may present barriers for some candidates with disabilities.
Training for Interviewers: Provide training for recruiters and interviewers to understand various disabilities, eliminate biases, and create an inclusive atmosphere during interviews. Foster an environment that encourages open communication.
Reasonable Accommodations: Clearly communicate the organization's commitment to providing reasonable accommodations during the recruitment process and in the workplace. This ensures that candidates feel supported and able to perform at their best.
Mentorship Programs: Implement mentorship initiatives pairing disabled employees with mentors within the organization. This can help newcomers navigate the workplace and foster a sense of belonging.
Technology Accessibility: Ensure that all digital platforms used in the recruitment process are accessible. This includes accessible career portals, video conferencing tools, and any pre-employment assessments.
Diversity and Inclusion Policies: Clearly articulate and communicate the organization's commitment to diversity and inclusion. This not only attracts a diverse talent pool but also demonstrates a genuine dedication to fostering an inclusive workplace culture.
Feedback Mechanisms: Establish feedback mechanisms for candidates to express any challenges faced during the recruitment process. Use this feedback to continuously refine and improve inclusive practices.
Collaboration with Disability Advocacy Groups: Partner with disability advocacy organizations to gain insights, feedback, and support in building and maintaining an inclusive recruitment process.
By incorporating these strategies, organizations can create an environment where disabled individuals feel valued and empowered, fostering a workplace that reflects the diversity of the broader community
Membership
We invite employees of IT companies, employed and unemployed disabled people and all the caring people.
To join us, please fill out the form in the contact section.
We expect no fees from SAP employees and disabled people. Only volunteer involvment.
No time commitment for members. Your voice of support is enough.
To join us, please fill out the form in the contact section.
We expect no fees from SAP employees and disabled people. Only volunteer involvment.
No time commitment for members. Your voice of support is enough.
Contact us
Grafická 3365/1, Smíchov, 150 00 Praha 5
IČO: 19720904
info@disability.cz
IČO: 19720904
info@disability.cz