Part 4: Self-ID and Self-Disclosure
Employers that focus on fostering inclusive environments are more likely to attract job candidates with disabilities. In this final installment of our series on &ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities,&rdquo; we&rsquo;re exploring self-ID/self-disclosure, and ways to build an inclusive work environment that encourages both.
What&rsquo;s the difference between Self-ID and Self-disclosure?
Self-Identification&nbsp;or &ldquo;self-ID&rdquo; is the act of checking a box on a disability disclosure form. It is required by federal contractors through the voluntary self-identification form for Section 503 requirements.
Self-disclosure&nbsp;is the act of personally communicating a disability to another person. It is a personal decision and can occur at any time and be shared with anyone. An individual is only required to disclose when requesting an accommodation.
Unlike a self-ID campaign that uses a form to ask employees if they have a disability, self-disclosure can occur in various ways, including:
<ul>
<li>In a conversation between two colleagues</li>
<li>More formally between an employee and their manager</li>
<li>With human resources or the benefits or accommodations team</li>
<li>In an employee resource group (ERG) or business resource group (BRG) for employees with disabilities</li>
</ul>
Why don&rsquo;t individuals self-ID?
People choose not to self-ID for various reasons, including the following:
<ul>
<li>Concern for confidentiality</li>
<li>Fear that they will be looked at or treated differently</li>
<li>Lack of understanding around the definition of disability or lack of realization that they have one</li>
<li>Unclear about the individual benefits of self-ID</li>
<li>Unaware of the Section 503 requirement</li>
</ul>
Why don&rsquo;t individuals self-disclose?
Many people with disabilities report having felt discriminated against during the employment process because of a disability. These experiences often discourage them from self-disclosing at work. Here are other reasons why people don&rsquo;t self-disclose:
<ul>
<li>Fear of being treated differently, or being known for their disability</li>
<li>No need for accommodations or unaware of company&rsquo;s accommodation process</li>
<li>Don&rsquo;t understand the definition of disability and/or that they have one</li>
<li>Company&rsquo;s workplace environment and workforce don&rsquo;t feel inclusive or encourage self-disclosure</li>
<li>Desire privacy</li>
</ul>
How can you increase self-ID/disclosure?
To increase self-ID/disclosure, employers should focus on creating a culture and environment of inclusion. Here are some tips to help:
<ul>
<li>Provide regular communication (quarterly at least) to all employees about the importance of inclusion and diversity to the company. Ideally, the message should come from executive leadership.</li>
<li>Offer resources like disability etiquette and awareness trainings to all employees.</li>
<li>Communicate the company&rsquo;s accommodation statement, process, and benefits (including flexible work schedules, options for paid time off, etc.), as this may help an employee feel more comfortable.</li>
<li>Recognize and celebrate disability awareness months and days both internally and externally on social media channels. Examples include National Disability Awareness Month (NDEAM), which occurs every October.</li>
</ul>
Talk about it. It can all start with you.&nbsp;Bring up any of these best practices to your team or manager, or share your personal story if you identify as having a disability, are a caregiver, or are passionate about inclusion, and feel comfortable disclosing the information.
Additionally, your organization can create a&nbsp;<a href="https://www.careercircle.com/blog/post/how-can-organizations-host-effective-self-id-camp" rel="follow noopener" target="_blank">self-ID campaign</a>&nbsp;to encourage current employees to identify has having a disability. In this case, employers should:
<ul>
<li>Provide an explanation to employees about why the company is interested in gaining this information and how it will be used.</li>
<li>Assure confidentiality.</li>
<li>Offer a choice to either remain anonymous or disclose a name on the self-ID surveys.</li>
<li>Keep self-ID surveys separate from other employee engagement surveys, especially from benefits communication.</li>
<li>Include the definition of disability and examples, especially non-apparent disabilities</li>
</ul>
Employers must make understanding and improving the candidate experience for job seekers with disabilities a priority. For an in-depth look at how to do this, and get insights from actual employees on self-ID,&nbsp;<a href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities" rel="follow noopener" target="_blank">download our e-book, &ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities.&rdquo;</a>
For more resources and guidance on the candidate experience, contact the CareerCircle team at gettinghired@careercircle.com.&nbsp;
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Discover insightful articles on building inclusive work environments and fostering diverse talent communities.

Candidate Experience Series Part 4: Self-ID/ Disclosure

Diversity doesn't just mean including men and women from various ethnic, racial, or religious backgrounds. Workplace inclusion means businesses will benefit from hiring young individuals and LGBTQ+ employees. It also means that companies must provide a safe and supportive atmosphere for individuals to thrive. Check out the nuances of the LGBTQ+ early talent in the workforce below.
&nbsp;
<h2>The Obstacles New Graduates and The LGBTQ+ Grapple With</h2>
Many stories exist about fresh college graduates who have trouble getting into the companies they've dreamt of. The same holds true for LGBTQ+ workers, with the International Labor Organization noting that they face discrimination in the hiring process because people prefer typical employees.
&nbsp;
The young age connotes a lack of experience, limiting job opportunities. According to statistics, the world has an all-time high unemployment rate, with about 71 million young adults out of jobs. Similarly, openly homosexual and queer applicants in specific industries are 40% likely to be offered job interviews. Transgender people have it more challenging, with a three times higher unemployment rate than the national average. This sorry state also spells trouble not just for the young graduates and the LGBTQ+ but for employers who could miss out on these early talents in the job market. 
<h2>The Benefits of Hiring Young Talent</h2>
Companies should not ostracize young talents because they can contribute significantly with their eager attitude and fresh minds. Those who have the hiring powers ought to consider more young people in their organization for the following reasons:
&nbsp;
<ul>
<li>Boundless Enthusiasm: Young people have boundless enthusiasm with their seemingly limitless energy. They are more open to learning new tasks and accepting challenges to improve their skills and attain experience. Early talents typically brim with passion and are eager to learn more because they see it as an opportunity for growth.</li>
<li>Super Tech-Savvy: Young adults who enter the labor force grew up with gadgets. They are well-versed in navigating new machines and apps. With more companies using innovative tech solutions, hiring someone young is more cost-efficient since they are more familiar with tech and work faster. And teaching them is a lot easier, which allies with the saying, "you can't teach an old dog new tricks."</li>
<li>Fresh Perspectives: Early talent in the workforce is usually overflowing with new perspectives and creative ideas. Having someone young in the boardroom is vital because this promotes continuity. The next generation of leaders can only gain experience if they collaborate with senior management. Companies in search of new solutions and growth opportunities need young people.&nbsp;</li>
</ul>
&nbsp;
There are so many more reasons for companies to employ young people. Hiring young employees brings innovation and fresh perspectives, which could improve job performance and productivity. More importantly, investing in young talent means training future leaders.
&nbsp;
<h2>The Advantages of Workplace Diversity with LGBTQ+ Employees</h2>
For a long time, the LGBT community was subjected to unwarranted discrimination at work. They often experience mistreatment and harassment. Thankfully, worldwide initiatives like the celebration of Pride Month and the approval of same-sex marriages in many countries have resulted in many improvements.
&nbsp;
Awareness regarding LGBTQ rights has made it possible to change old mindsets. Creating LGBT inclusiveness as a part of the hiring process and existing office protocols brings many benefits, from improving employee satisfaction to increasing the company's bottom line. Check them out below:
&nbsp;
<ol>
<li>Attract and Retain Talent: Companies that encourage individuals to bring their authentic selves appeal to job hunters and retain existing workers. After all, people do not want to belong to organizations that are not free to be themselves. At the same time, non-LGBTQ employees may have relatives and friends who've experienced office bullying, so they feel for them and shun oppressive working conditions. Hence, companies that foster an atmosphere where people are not judged, and everyone is treated equally create a positive environment that allows employees to meet their full potential.</li>
<li>Attract More Business: Companies more supportive of the LGBTQ attract more patrons. Because of advocacies that support acceptance of the LGBTQ, most LGBTQ community members and their families and friends avoid making purchases from companies that discriminate. Moreover, most clients stay loyal and go out of their way to purchase goods and services from inclusive brands, even if the stores are out of the way or prices are more costly. As a result, inclusive companies enjoy higher profits and attract more clients.</li>
<li>Less Turnover: One of the most costly expenses in a company is hiring and training a new employee. Employees tend to leave places they don't feel comfortable in. Those who have to hide their identities leave because of stress and dissatisfaction. Companies that wish to improve employee retention rates and enjoy more significant work commitment from a loyal employee base must implement LGBTQ-friendly practices.&nbsp;</li>
</ol>
&nbsp;
Thus, companies need to set up specific policies that outline their position on LGBTQ rights. Apart from stating acceptable behaviors and establishing procedures for those who violate guidelines, it is also vital to re-establish equal hiring strategies, provide training, review benefits, and set up workplace inclusion programs to foster a better working environment for everyone.&nbsp; 
<h2>It&rsquo;s to Foster a Supportive and Inclusive Environment</h2>
Hiring LGBTQ and openly seeking young talent creates less workplace discrimination and fosters an inclusive culture for all workers. Having this kind of atmosphere improves the working environment and enhances employee engagement. A supportive environment open to all ages and genders:
<ul>
<li>Reduces complaints</li>
<li>Alleviates stress</li>
<li>Increases job satisfaction</li>
<li>Promotes a more positive relationship among colleagues</li>
<li>Boosts productivity and profits.</li>
</ul>
<h2> Final Thoughts</h2>
Acceptance of diversity encourages a sense of belonging, improves the employees' collective experience, boosts innovation, and inspires better leadership. Furthermore, a culture of inclusivity can help recruit and retain the talents needed for the business to succeed. Having an LGBTQ-friendly workplace that welcomes young applicants means that employees no longer need to hide their identity and are freer to be themselves. Happy employees equate to better productivity!
&nbsp; 
<hr>
 The CareerCircle platform is designed to connect you with the best and brightest candidates who bring unique perspectives and experiences to your team. Inclusion is not just a buzzword, it's a competitive advantage in today's rapidly evolving business landscape. Companies that prioritize equity and inclusion enjoy increased innovation, creativity, and employee satisfaction. Contact us at gettinghired@careercircle.com to take the first step toward building a more inclusive and successful workplace! 
<hr>
<h3>Content Collaborator</h3>
Meet Lucinda Martin, a writer and advocate for LGBTQ+ rights in the workplace. Lucinda is a trailblazer in her field, tirelessly working to promote acceptance and inclusivity in corporate environments. Even those who hire her from a <a href="http://studyfy.com/" rel="noopener" target="_blank">paper writing service</a> to spruce up their resumes are amazed by her results. She believes that every person, regardless of their sexual orientation or gender identity, deserves a workplace where they can thrive and be their authentic selves.

Looking to create a diverse and inclusive workplace that welcomes LGBTQ+ early talent? Our latest blog post provides expert insights and practical tips to help you support and empower LGBTQ+ individuals from the moment they join your team. Discover how you can foster an environment of respect, belonging, and equal opportunity, while unlocking the full potential of your early talent. Don't miss out on this essential guide to building a brighter future for your organization!

Supporting LGBTQ+ Early Talent | Getting Hired

Supporting LGBTQ+ Early Talent

<h1>Ways Employers Can Support Veterans in the Workplace</h1>
 As of <a href="https://blog.dol.gov/2021/11/9/veterans-in-the-labor-force-6-stats" rel="noopener" target="_blank">2020</a>, military veterans accounted for only 5.6% of the civilian workforce. This disparity can create a wall between non-military employees and veterans. To close that gap and better support veterans, employers can be more accountable for their inclusion efforts. Here are some ways to create a more veteran-friendly workplace.
&nbsp;
<h3>Bridge The Gap Between Civilian and Veteran Employees</h3>
Educating non-military employees so they are more knowledgeable is crucial to creating a more empathetic workforce. It is a considerable gap to close though. Separating from the military and transitioning into civilian life is an adjustment for veterans that many individuals may not understand.
There are countless factors of military life civilians should take into consideration to be more informed and empathetic. It can be hard to keep track of the military jargon and intricacies for a civilian. This lack of understanding can make veteran employees feel alienated from their
non-military coworkers. A first step and key part of understanding veterans is active listening. 
<h3>Recognize The Value Veterans Offer</h3>
Veterans bring a lot of worth from the experiences and skills they inherited from their military service. Recognizing and amplifying their value can encourage a better working team.
&nbsp;
<ul>
<li>Veterans are team-oriented people. The military is extremely team-oriented. Individuals work closely together towards a common Those who thrive are the members that are reliable and communicative. Veterans make great leaders, and this is a skill that can be transferred to other areas of life. Some civilians may not have the opportunity to develop this skill in a traditional work environment.</li>
</ul>

<ul>
<li>They bring diverse perspectives. There are countless branches of services and specialties within those Some veterans have been deployed or operated with international teams. Every veteran has an individual experience that can bring new solutions to issues.</li>
</ul>
&nbsp;
<ul>
<li>Their problem-solving skills are strong. Not only can veterans bring diverse perspectives to help solve problems, but they are great critical thinkers. Working together under high-stress, fast-paced environments develops quick and efficient decision-making. This skill can be extremely useful in the workplace.</li>
</ul>
&nbsp;
<ul>
<li>Integrity and quality work are their Just because they&rsquo;re taught to make quick decisions, veterans don&rsquo;t sacrifice quality. For instance, some veterans have high-level security clearances.</li>
</ul>
&nbsp; The military expects all of its members to meet high standards in every aspect of their work. At the end of the day, they want to do what is right and do it exceptionally well. 
<h3>Provide Veterans with Professional Development Opportunities</h3>
Most employees want a company that will invest in their professional growth and encourages their development. As for veterans, it's important to recognize their strengths and build on them.
Many veterans transition into the civilian workforce with the skills mentioned previously as well as other specific skill sets. However, the skills learned in the military can be difficult to transfer to civilian life, leaving veterans at a disadvantage.
To remedy this, offer comprehensive and ongoing training opportunities for all employees. Thorough training is an effective way to make sure team members are on the same page while preventing veteran employees from being singled out.
Companies that prioritize individual growth might see more fulfilled employees, which can mean better retention. Take the <a href="https://gopuff.com/blog/news" rel="noopener" target="_blank">delivery company Gopuff for</a> example. In 2021, 71% of employees reported that they felt their current company provided them meaningful opportunities for career advancement. Additionally, employees were more satisfied since they were frequently challenged by their position and given professional growth opportunities.
Establishing a mentorship program or encouraging informal mentorships is another way to provide guidance and learning opportunities to veterans. This gives them a colleague to reach out to. It&rsquo;s also an educational opportunity for both the mentor and mentee.
&nbsp;
<h3>Find the Gaps in Veteran Initiatives</h3>
Listening to your employees is essential to understanding where gaps in your company are.
Especially for finding the gaps that smaller, specific groups of employees struggle with&mdash;i.e. the veteran community.
Make it a priority to check in with team members to see how they&rsquo;re doing personally and professionally. Distribute anonymous surveys to collect feedback on company culture and performance. Chances are, you'll find connections in the concerns and attitudes of your employees.
Many companies have found gaps in their veteran hiring efforts and have been making it a priority to close those gaps. One of these companies is the <a href="https://corporate.dow.com/en-us/careers/work-at-dow/veterans.html" rel="noopener" target="_blank">chemical manufacturing company</a> ,<a href="https://corporate.dow.com/en-us/careers/work-at-dow/veterans.html" rel="noopener" target="_blank">Dow</a>. Their veteran employee resource group, VETNET, provides personal and professional guidance to veterans during their transition into the civilian workforce.
In 2020, Dow also launched their Military Degree Equivalency program. This program levels the field for veterans and their civilian counterparts. It does this by equating their relevant experience to a college degree. 
<h3>Equip Veterans with Resources</h3>
Listening to what your employees want is the first step in supporting their well-being. Providing resources for them is the next step.
Take note that supplying the following resources to employees does not guarantee they will use them. Some employees, and more so veterans, may be hesitant to reach out for help.
According to <a href="https://www.ncbi.nlm.nih.gov/books/NBK499503/" rel="noopener" target="_blank">the Department of Veteran Affairs</a>, roughly 1.7 million veterans have been diagnosed with a mental health need. Almost half of those veterans don't utilize any mental health services.
There are a few things employers can do to create a safe space for their veteran employees.
<ul>
<li>Mental Health Resources. Destigmatizing mental health in the workplace is a step in the right direction for promoting better employee health. Providing mental health days or resources such as an Employee Assistance Program is essential for employee wellness. They at least give employees the option to use them if they chose to rather than being provided nothing at all.</li>
</ul>
&nbsp;
<ul>
<li>Disability Resources. According to the <a href="https://www.bls.gov/news.release/pdf/vet.pdf" rel="noopener" target="_blank">Bureau of Labor Statistics</a>, 4.9 million veterans had a service-connected disability as of August from an <a href="https://www.careercircle.com/blog/post/veterans-with-disabilities-an-employment-outlook" rel="follow noopener" target="_blank">employer's outlook</a>, it&rsquo;s crucial to provide resources to veterans with disabilities. Regardless of whether or not their disability is related to their military service, they deserve equal support.</li>
</ul>

<ul>
<li>Employee Resource Groups (ERGs). Employee resource groups aren&rsquo;t established by organizations. Instead, they are voluntary, employee-led groups that aim to promote a more diverse and inclusive workplace. On an employee level, they can create more visibility for marginalized employees and create connections for those feeling isolated.</li>
</ul>
&nbsp;
ERGs can help identify important issues and significant gaps for executive leadership and coworkers who are not part of the ERGs.
Additionally, allow your employees to take mental health days and create flexible schedules if it&rsquo;s possible to do so. This will save them the stress of figuring out when they can make time for themselves outside of work hours.
Having veterans on your team is crucial for diversifying your employee population and becoming more inclusive to employees with different backgrounds. At CareerCircle, we&rsquo;re dedicated to helping our veteran community connect with inclusive employers.&nbsp;

How to Support Veterans in the Workplace | Getting HiredWays Employers Can Support Veterans in the

How to Support Veterans in the Workplace

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Keep up to date with CareerCircle's latest blog posts on keeping an inclusive workforce.

Candidate Experience Series Part 4: Self-ID/ Disclosure

Supporting LGBTQ+ Early Talent

How to Support Veterans in the Workplace

Candidate Experience Series Part 4: Self-ID/ Disclosure

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