DO NOT ASSUME! It&rsquo;s the number one rule for&nbsp;disability inclusion, and one of the primary keys to understanding and creating a positive candidate experience for job seekers with disabilities. Employers shouldn&rsquo;t make assumptions about a candidate&rsquo;s ability to perform a job based on a disclosed disability, or speculation of one. Recognizing and addressing stigmatization or assumptions is an important step that will help attract more candidates and create a culture of inclusion.
Quite often, employers don&rsquo;t recognize they are exhibiting unconscious bias or stigma that&rsquo;s contributing to negative experiences for job seekers with disabilities. Consider the following scenarios:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If you schedule a candidate with a perfect resume for a phone interview and the candidate uses a relay call, does that change your perception about the candidate?
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a qualified candidate applies for a customer service role and has a speech impediment, are they less qualified than a candidate without one?
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a candidate has a visible disability, shouldn&rsquo;t he/she self-disclose and tell me what exactly it is?
Each scenario implies unconscious biases and stigmas that can contribute to missed opportunities for candidates and are reasons why they may not self-disclose.
How to Avoid Unconscious Bias Toward Job Candidates with Disabilities
Here are a few ideas employers should consider when aiming to avoid exhibiting unconscious bias toward candidates with disabilities:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ask candidates questions specific to the jobs they are applying for, just as you would any other candidate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Don&rsquo;t let fear or unfamiliarity with disabilities cause you to lose good job candidates. Often people avoid situations that are uncomfortable or unfamiliar, like participating in a relay call with a candidate who is deaf or hard of hearing.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Having a visible disability doesn&rsquo;t mean a candidate is required to disclose the disability. If an accommodation needs to be requested, the candidate will need to disclose the disability. Ultimately, candidates want to be interviewed and treated as any other candidate would be treated.
Additional Etiquette Tips
In addition to following certain guidelines to avoid unconscious bias in the workplace, employers should also follow general disability etiquette tips to show consideration and respect for candidates with disabilities:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Interpreters for those who are deaf or hard of hearing should be positioned next to, or slightly behind you. Maintain eye contact with the candidate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Make sure you are in a well-lit and quiet area, do not over enunciate, keep hands away from your mouth, do not eat or chew gum.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Have a paper and pen ready in case it helps to write out a sentence.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ask someone who is using a wheelchair, or other mobility aids, if they need assistance first before helping.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Be more descriptive and specific when giving directions to a candidate who is blind or low vision. Tell them that the chair is 10 steps in front of them to their right at two o&rsquo;clock, for example.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not pretend to understand what someone said if you don&rsquo;t. Ask them to repeat what was said or write it down for clarification.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;It is okay to shake a candidate&rsquo;s prosthetic hand or arm if they also extend it for a handshake. The candidate can also be greeted by a light touch on the shoulder, smile or nod if they have limited mobility, hand use, or don&rsquo;t feel comfortable shaking hands.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Shaking hands with your left hand is also acceptable.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not touch service animals unless given permission. The animal is working.
Tips for Recruiters and Hiring Managers
The tips below are important for everyone to know, but are especially important for recruiters and hiring managers:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Never ask someone if they have a disability or what it is, even if it is visible. Disclosure is up to the individual. You can, however, ask if the candidate will be able to perform the job with or without accommodations.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Candidates with disabilities may have gaps in work history due to medical leave or taking leave as a caregiver. Ask as you normally would, &ldquo;Tell me about what you were doing between years &lsquo;x&rsquo; and &lsquo;x&rsquo;.&rdquo; Do not ask, &ldquo;Why weren&rsquo;t you working during this time?&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a disability is visible, or has been disclosed, continue to ask function-related questions for the job that was applied for, as you would for a nondisabled candidate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ask, &ldquo;Do you have suggestions for how we can make the workplace wheelchair friendly?&rdquo; Do not ask, &ldquo;Will you/how will you be able to do this job in a wheelchair?&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not ask, &ldquo;How many days were you absent from work last year due to an illness?&rdquo; or, &ldquo;Have you ever had a workplace injury?&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a candidate discloses to the recruiter that they have a disability, the disability should not be disclosed from the recruiter to the hiring manager unless an accommodation has been requested or the interview/application process, and the disclosure is necessary for the accommodation to be granted.
For more tips on recognizing and addressing unconscious bias, along with tips on recruitment and what to say and what not to say,&nbsp;<a href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities" rel="follow noopener" target="_blank">download our e-book.</a>
For additional recruitment, interviewing, and workplace etiquette tips, visit the&nbsp;<a href="https://askjan.org/topics/disetiq.cfm" rel="noopener" target="_blank">Job Accommodation Network</a>.
For more resources and guidance on Unconscious Bias and Etiquette,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Learn how to avoid assumptions and unconscious bias in hiring to create a positive, inclusive experience for job seekers with disabilities.

Candidate Experience Blog Series Part 3: How to Avoid Unconscious Bias Toward Job Seekers with Disa

Candidate Experience Blog Series Part 3: How to Avoid Unconscious Bias Toward Job Seekers with Disabilities

Workplace stress is a growing problem that can take a toll on mental health, leading to problems such as anxiety, depression, and burnout among employees. These conditions can significantly impact work performance, leading to decreased productivity and job loss.
For many people trapped in this vicious cycle, work stress leads to poor mental health, which contributes to poor performance at work, causing more work stress, and so on. It's this cycle that makes it critical for employers to provide support for mental health in the workplace. By creating a healthy work environment where employees feel valued, appreciated, and supported in their mental health, employers can help reduce workplace stress and improve the team's overall well-being.
Keep reading to learn more about the relationship between work and mental health and several ways you can support your employees' mental health as an employer. 
<h2>How the Workplace Can Impact Mental Health</h2>
 Workplace stress has increased significantly in the past three decades. <a href="https://www.apa.org/news/press/releases/stress/2020/report-october" rel="noopener" target="_blank">A recent study</a> by the American Psychological Association found that over half of all workers report that their job is very or extremely stressful. When workers are stressed, it impacts their ability to work efficiently and effectively, leading to poor job performance, absenteeism or presenteeism (when employees come to work but don't perform well), increased sick leave, and even loss of talent.
 Stress negatively impacts mental health, but <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5137920/" rel="noopener" target="_blank">chronic stress</a> has also been linked to physical health issues, increasing the risk of conditions such as:
<ul>
<li> Heart disease</li>
<li> Obesity</li>
<li> Diabetes</li>
</ul>
<h2> What Causes Workplace Stress?</h2>
 So, what causes stress in the workplace? It can be a combination of several things.
For some employees, it's a lack of resources and overwhelming responsibility. For others, it's a lack of work culture or flexibility in the role. Toxic work environments that limit internal growth or don't compensate their workers properly can also lead to the downfall of workplace mental health for many. <a href="https://gettinghired.com/candidate/registration" rel="noopener" target="_blank"><img src="https://cdn.buttercms.com/llEFXjcvQ2ed4Amvyw5D"></a> 
<h2>How Mental Health Issues Can Impact the Workplace</h2>
 Mental health issues, such as depression and anxiety, can significantly impact workplace productivity. Depression and anxiety alone cost employers an estimated 12 billion working days per year, adding up to nearly<a href="https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work" rel="noopener" target="_blank"> $1 trillion in lost productivity</a> annually.
&nbsp;
Mental health issues can also lead to:
<ul>
<li> Decreased morale</li>
<li> Increased absenteeism</li>
<li> Extended periods of leave</li>
</ul>
&nbsp;
Employers may also face costly legal action if they do not take reasonable steps to protect their employees from discrimination based on mental illness.
When your workers don't feel fulfilled, cared for, and supported by their employer and workplace, you'll feel that missing piece far beyond the individual employees. It begins to seep into the quality of work and eat into productive hours. 
<h2>Why Mental Health Support Is So Important in the Workplace</h2>
 Providing support for mental health in the workplace is essential for employers to ensure their workers are healthy, engaged, and productive.
Not only does mental health support help employees combat stress, but it also promotes a positive work culture that leads to increased job satisfaction and improved retention rates. It keeps workers feeling connected, valued, and appreciated instead of isolated from their peers or inadequate in their roles.
Employers should strive to create a psychologically safe space for their employees where everyone feels heard, respected, and free to express themselves. Ultimately, this freedom helps create an environment conducive to collaboration and productivity.
When you support mental health in the workplace, employers experience greater financial success and less turnover due to improved job satisfaction among employees. 
<h2>Ways To Support Mental Health in the Workplace</h2>
 Looking for ideas for ways to support your employees' mental health at work? Here are a few actionable tips: 
<h4> Robust Employee Assistance Program</h4>
Ensure your employees have access to the tools and support they need when it comes to managing their mental health by providing online or in-person counseling services, educational resources, and stress management programs.
The goal of employee assistance programs (EAP) is to support employees with issues that may be negatively impacting their well-being or job performance. It should cover a broad range of issues with various solutions, such as <a href="https://www.roarforgood.com/wireless-bluetooth-features" rel="noopener" target="_blank">wireless panic buttons</a> to alleviate stress about workplace violence or emergencies, legal support, counseling for work or relationship problems, and more. 
<h4> Wellness Spaces</h4>
Creating designated areas for employees to relax and destress throughout the day can help support their mental health. 
The space should be comfortable, with plenty of <a href="https://www.healthline.com/health/natural-light-benefits" rel="noopener" target="_blank">natural light</a>, seating, and a selection of activities such as puzzles or coloring books. It can also double as a space for team meetings or individual work sessions. Add plants and snacks for an extra boost. 
<h4> Regular Mental Health Check-Ins</h4>
Make mental health check-ins a priority by scheduling time for employees to talk one-on-one with their managers and voice any concerns or needs. You can schedule check-ins weekly, bi-weekly, or monthly, depending on the organization's size.
These conversations should be in a nonjudgmental and supportive environment that encourages open communication. Look at them as an opportunity for managers to actively listen and offer solutions or resources if needed.
Another great idea is to pair these check-ins with mental health days. Some companies are now offering free mental health days to their employees as needed, and adding a mental health check-in upon return to the office can help pinpoint issues to avoid in the future. 
<h4> Free or Subsidized Mental Health Treatment </h4>
Free or subsidized mental health treatment can take many forms, including the following:
<ul>
<li> Individual counseling sessions</li>
<li> Group therapy</li>
<li> <a href="https://www.mayoclinic.org/tests-procedures/meditation/in-depth/meditation/art-20045858" rel="noopener" style="color: #34495e;" target="_blank">Meditation</a> or mindfulness classes</li>
</ul>
 By removing the financial barrier to seeking help, your employees are more likely to get the support they need. Making these services available to your employees will let them know that their mental health is valued and taken seriously. <a href="https://gettinghired.com/candidate/registration" rel="noopener" target="_blank"><img src="https://cdn.buttercms.com/9s3LstkGR9UDWr8aCaAE"></a> 
<h2>Final Thoughts: Making Mental Health Work Better for Work</h2>
 Mental health support should be considered a crucial part of any workplace if the organization truly wants to succeed.
By taking these steps, employers can help ensure that their employees are healthy and supported both physically and mentally, which, in turn, creates a positive work environment where everyone can succeed. 
<hr>
 Our inclusive employer partners are hiring and are looking for talent just like you! Align your skills, experience, and knowledge by registering <a href="https://www.careercircle.com/candidates/signup" rel="follow noopener" style="color: #34495e;" target="_blank" title="Register today">here</a>!

Explore the impact of workplace stress on mental health and strategies to improve employee well-being.

Mental Health in the Workplace: Why Support Is So Important | Getting Hired

Mental Health in the Workplace: Why Support Is So Important

Part 2: Accessibility and Accommodations
It is important for employers to understand the candidate experience for job seekers with disabilities. The first part of doing this is going back to basics to&nbsp;<a href="https://www.careercircle.com/blog/post/the-candidate-experience-blog-series-part-1-unde" rel="follow">fully understand Disability 101</a>. Secondly, truly understanding accessibility and accommodations are key to helping improve the hiring process for candidates with disabilities.
Inaccessible online job applications and misunderstandings about reasonable accommodations can be two barriers to employment for job seekers with disabilities. Accessibility is defined as &ldquo;the design of products, devices, services, and/or environments for people of varying abilities.&rdquo;
There are multiple federal laws that outline requirements and guidelines around access and employment. This includes Section 508 of the Rehabilitation Act of 1973, which requires Federal agencies to make their electronic and information technology (EIT) accessible to people with disabilities; Web Content Accessibility Guidelines (WCAG 2.1), which defines how to make Web content more accessible to people with disabilities; and Title 1 of the ADA, which prohibits employment discrimination against qualified individuals with disabilities with equal access to employment opportunities and reasonable accommodations by employers with 15 employees or more.
&ldquo;Accessibility&rdquo; can be broken into four categories:
<ol>
<li>Universal Design&nbsp;- making something accessible to all people regardless of age, disability or other factor. An example is using voice access on a cell phone.</li>
<li>Physical Accessibility&nbsp;- access to the physical environment. Examples are parking lots, conference rooms, workspaces, hallways, interview locations, and emergency exits.</li>
<li>Digital Accessibility&nbsp;- ability of a website, mobile application, or electronic document to be easily navigated and understood by a wide range of users.</li>
<li>Assistive Technology&nbsp;- assistive, adaptive, and rehabilitative devices for people with disabilities.&nbsp;Examples are screen readers or speech-to-text applications.</li>
</ol>
Under the ADA, a reasonable accommodation is defined as &ldquo;a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.&rdquo; If a job candidate requests a reasonable accommodation, the employer should provide or direct the candidate to the company&rsquo;s accommodation statement.
Other tips on providing accessibility and accommodations include:
<ul>
<li>Ensuring your social media posts are accessible! Job seekers often turn to social media for their job search and to research a company&rsquo;s employer brand prior to applying.&nbsp; One example of accessibility is having closed captioning in every video.</li>
<li>Ensuring all work-related, non-HTML content like PDFs, Excel, etc. are fully accessible. Acrobat Pro has a &ldquo;check accessibility&rdquo; tool to ensure your PDFs are accessible. Current employees who have not self-disclosed having a disability may greatly benefit from accessible documents.</li>
<li>The accommodation statement should be in an easy-to-find place. Best practice is to have it both at the bottom of all pages of the website in an easy-to-read size font, and at the bottom of all job descriptions.</li>
</ul>
While there is a common misconception that accommodations are expensive, most accommodations cost less than $500, and 59 percent cost nothing at all. In fact, remaining proactive about providing accommodations often benefits everyone in the workplace. Here are some&nbsp;<a href="https://www.dol.gov/odep/topics/Accommodations.htm" rel="noopener noreferrer" target="_blank">examples of accommodations</a>.
Find an A-Z guide of disabilities and accommodations, as well as what actual candidates have to say about accommodations in our e-book&nbsp;<a target="_blank" rel="follow noopener" href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities">&ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities.&rdquo;</a>
For more resources and guidance on accessibility and accommodations, contact the CareerCircle team.&nbsp;
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Understand accessibility and accommodations to improve hiring for candidates with disabilities. Learn more here.

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

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Candidate Experience Blog Series Part 3: How to Avoid Unconscious Bias Toward Job Seekers with Disabilities

Mental Health in the Workplace: Why Support Is So Important

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

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