Gone are the days when a college degree was the sole gatekeeper to a promising career. Every day, innovative companies are waking up to a profound truth: real skills aren&rsquo;t stamped on a diploma. It&rsquo;s built through life&rsquo;s hands-on experiences. This shift opens doors for many capable individuals who choose not to pursue traditional college paths but are equally skilled and deserving of opportunities. It&rsquo;s a powerful truth: when we choose to value skills and experience over college degrees, we don't just open doors for the overlooked&mdash;we revolutionize our businesses. By prioritizing experience and potential over formal education, businesses can address the systemic barriers keeping brilliant individuals from underserved communities out of the workforce.&nbsp;
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Why Move Away from Degree-Dependent Hiring? </h2>
When we cling to college degrees as the primary hiring criterion, we inadvertently sideline a vast pool of talent. Many individuals from underserved communities face significant barriers to higher education, from prohibitive costs to systemic socio-economic challenges. By prioritizing degrees, we perpetuate these inequalities but also deprive our businesses of diverse perspectives and innovative solutions.&nbsp;
 Moreover, the high cost of education and a dynamic job market have prompted many to skip the degree path and directly develop specific skills through alternative routes such as certifications, apprenticeships, and self-directed learning.
 Focusing on what people can do rather than where they studied can build stronger, more diverse teams. Turning our backs on degree-centric hiring can transform workplaces and bring about profound social change.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">The Business Case for Skills over Degrees</h2>
Think about the last time you were truly impressed by someone's work. Was it because they listed a prestigious university on their resume? Or was it because they delivered something spectacular, something that demonstrated ingenuity and skill? The world is full of self-taught innovators, tireless achievers, and imaginative thinkers. These are the people who bring fresh perspectives to challenges&mdash;yet, traditional hiring practices often leave them on the sidelines and it&rsquo;s almost always to the detriment of the business. 
According to Robinson, McKinsey research shows that over a several-year timeframe, <a style="text-decoration: none;" href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters">racially diverse companies are 35% more likely to outperform their less diverse counterparts</a>, while from a gender standpoint, companies with strong women representation are 25% more likely to outperform. It&rsquo;s clear&mdash;the future of business is inclusive. 
Surveys and studies increasingly show that <a style="text-decoration: none;" href="https://www.insidehighered.com/quicktakes/2023/01/12/survey-finds-recent-grads-emotionally-unprepared-work">many graduates feel underprepared for the workplace</a>, and the skills they acquired in college may not align with what is needed in today's jobs.&nbsp; 
A staggering number of capable individuals from lower-income backgrounds are sidestepped by the degree demand. With the rising costs of education, organizations that are still adhering to this strict requirement are actively contributing to a cycle of inequality.&nbsp; 
 It's time to recalibrate our focus towards skills and actual job performance potential. How to Scout for Skills: Strategies That Work
Sifting through resumes flush with academic accolades tell us little about the person behind the paper. As we embrace a new era of talent discovery, we focus on uncovering the raw, untapped skills that can spark real change.&nbsp; Here&rsquo;s our blueprint for identifying those abilities, ensuring that a team is skilled and every candidate gets the opportunity to showcase their abilities.&nbsp; Zero In on What Really Matters
<a href="https://www.careercircle.com/blog/post/skills-based-hiring-guide-for-leaders" rel="follow">Before you post that job listing, ask: What skills are absolutely essential for this role?</a> Strip away the fluff about degrees and focus on the real meat of the job. This clarity will help you spot the real performers who can walk the talk. 
Put Them to the Test
Don't just take their word for it&mdash;see them in action. Implement task-based assessments that mimic real job challenges. Whether it&rsquo;s a coding exercise, a sales pitch simulation, or a design challenge, these tests speak louder than any diploma could. 
Recognize the Power of Certifications
In many fields, certifications can be as telling as degrees, if not more. These often require specific skills and a practical understanding of the field, making them a solid indicator of a candidate's readiness and expertise. These qualifications demonstrate a focused mastery of specific skill sets and are frequently more accessible to individuals from underserved communities. 
Dive Into Their Real-World Experience
Portfolios, past projects, freelance gigs&mdash;these are gold mines for assessing a candidate's capabilities. They provide a tangible track record of what the candidate can achieve and are often more relevant than theoretical knowledge. 
Value the Builders
Look for those who&rsquo;ve taken initiative: internships, volunteer work, or community projects. These experiences often build skills that are perfectly transferable to professional settings but are overlooked in traditional resumes. 
Turn Interviews Into Storytelling Sessions 
Invite candidates to share the story of a project they&rsquo;re proud of, a complex problem they solved, or an innovative idea they brought to life. This approach does more than surface their skills&mdash;it brings to light their passion, creativity, and problem-solving prowess. Importantly, it provides a powerful platform for candidates from underserved communities who may not have traditional career paths but have rich experiences and unique perspectives to share. 
These stories allow them to illustrate their resourcefulness and resilience, invaluable qualities often overlooked in standard interviews. By listening to their experiences, we gain insight into how they&rsquo;ve navigated challenges with limited resources, showcasing their potential to contribute meaningfully to our teams. 
Valuing the Roads Less Traveled
Give due credit to the unconventional paths. Freelance projects, volunteer roles, and even personal passions can hone skills just as effectively as formal jobs. These experiences often forge resilience, adaptability, and a drive that can&rsquo;t be taught in a classroom. 
Expand Recruitment Channels
To reach non-degree holders with high potential, broaden your recruitment efforts to include industry forums, <a style="text-decoration: none;" href="https://www.careercircle.com/jobs">niche job boards,</a> vocational training centers, and online communities where these candidates like to spend their time. 
Investing in People
When you come across a candidate who sparks interest but may lack some skills, consider the potential of on-the-job training. This investment can pay dividends in loyalty and innovation. Stop looking for the &lsquo;unicorn&rsquo; candidate and build the workforce you need by nurturing the talent you find. 
Building a Learning Culture
Finally, foster an environment that values continuous learning. Encourage all employees, regardless of their educational background, to pursue growth through new experiences and ongoing education. This not only enhances their skills but also keeps your team at the cutting edge of industry developments.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">The Future is Skills, Not Degrees</h2>
In the near future, the most successful companies will be those that can recognize and harness talent in all its forms. By embracing a skills-first hiring model, businesses can prepare for the future&mdash;equipped with a team that&rsquo;s diverse, dynamic, and driven by more than academic achievements. 
After all, the next industry leader, tech innovator, or creative genius might not come from an Ivy League school but could instead be the self-taught coder who has spent hours every day after school, problem solving and tinkering with complex coding challenges. Or perhaps the future leader in sustainable business isn&rsquo;t coming from a top-tier business school, but from the grassroots environmental activist who has been making changes in their community with little more than sheer determination and a deep passion for the planet. It&rsquo;s time to reassess how we definite qualified human potential and cultivate an environment that acknowledges and advances genuine skill and creativity.

Valuing skills over degrees opens doors for the overlooked—and transforms businesses.

Assessing Skills Without a College Degree

Gone are the days when a college degree was the sole gatekeeper to a promising career. Every day, innovative companies are waking up to a profound truth: real skills aren’t stamped on a diploma. It’s built through life’s hands-on experiences. This shift opens doors for many capable individuals who choose ...

Assessing Skills Without a College Degree: A Practical Guide for Employers

CareerCircle’s webinar shows how to support LGBTQ+ colleagues year-round—not just during Pride Month.

WEBINAR: How to Be an Ally Beyond Pride Month

CareerCircle hosted a webinar on "How to Be an Ally Beyond Pride Month," highlighting the importance of supporting our LGBTQ+ friends and colleagues all year round, not just in June.

In recent years, the corporate landscape has shown a marketed openness towards hiring a more diverse workforce, including persons with disabilities. This shift comes from a growing awareness among business leaders who want to deepen their understanding of the true meaning of inclusion. They recognize that creating a work environment that truly helps persons with disabilities is a moral imperative and an opportunity to foster diverse perspectives.
However, many companies still face the complexities of building a culture that fully supports employees with disabilities. There remains a large gap between the intent to be inclusive and the practical implementation of inclusive practices, and many great employees are left underemployed or unemployed as a result. In fact, the unemployment rate for those with disabilities is 9.2% &mdash; more than double the unemployment rate of those without.
Moreover, employees often remain hesitant to disclose their disabilities. For business leaders, it is important to learn more about disabilities and all that employees need to thrive within an organization.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">1. React Empathetically and Create a Supportive Environment</h2>
More than <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">70% of people with disabilities fear</a> repercussions such as being fired when disclosing a disability. Thus, when an employee discloses a disability, the manager's immediate response is crucial in easing that employee&rsquo;s mind and fostering an environment of trust. It is essential to respond with empathy and reassurance, expressing gratitude for their trust and affirming their value to the team. 
A simple acknowledgment such as &ldquo;Thank you for sharing this with me. I appreciate your trust and want to ensure you feel supported here&rdquo; sets a positive tone. This response is mind-easing, informing them that their disclosure will not impact their job security or opportunities for advancement.
Managers should also consider offering immediate supportive measures. These could include flexible work arrangements or accessibility adjustments. Making these changes shows that you are being proactive in helping the employee. An empathic and supportive environment will boost workplace success, as <a style="text-decoration: none;" href="https://designerly.com/return-to-work-plan/">85% of company leaders</a> saw increased team productivity.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">2. Understand and Document the Employee&rsquo;s Needs</h2>
Engaging in respectful dialogue is crucial once an employee has disclosed their disability. Managers should initiate a thoughtful discussion, asking open-ended questions like, &ldquo;What adjustments can make your work environment better?&rdquo; or &ldquo;Are there specific tools that could enhance your productivity?&rdquo;. This method allows the worker to express their needs without feeling pressured.
Documentation is also critical to this process. It is imperative to record the details of the accommodations needed and make sure these records are confidential. Of course, you should only keep records of these if you have the employee&rsquo;s consent and ensure they are secure.&nbsp;
Next, managers should outline clear next steps and establish a timeline for implementing accommodations and communicating this openly. Schedule regular follow-up meetings to ensure the accommodations work effectively and make necessary adjustments. Demonstrating this commitment will ensure they feel comfortable and succeed at work.&nbsp;
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">3. Develop an Accommodation Plan</h2>
Crafting an accommodation plan is critical in helping an employee with a disability. Since employees spend about <a style="text-decoration: none;" href="https://www.mydoceo.com/blog/5-ways-to-motivate-your-team/">one-third of their day at work</a>, ensuring this portion of their daily life is comfortable and productive is crucial. This process should be collaborative, involving communication and mutual agreement on the best accommodations.
Still, many employers shy away from discussions of accommodation, fearing financial repercussions for the company. However, in reality, <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">most accommodations cost less than $500</a> and most cost nothing at all. Clearly, the cost of making reasonable accommodations is far less than the cost of losing a great employee over a lack of collaboration and communication surrounding their needs.
Start by mapping out the specific adjustments required. These could include rearranging the scheduling, modifying the workplace or providing access to specialized equipment. During this process, managers should remain flexible and open-minded. Sometimes, these changes involve trial and adjustment periods alongside creative thinking. Ensure the plan is detailed and includes timelines for implementing each one.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">4. Training and Sensitivity Awareness for Teams</h2>
Training and raising sensitivity awareness among all team members is essential for creating an inclusive work environment. With <a style="text-decoration: none;" href="https://www.careercircle.com/blog/post/embracing-neurodiversity-in-the-workplace-a-practical-guide-for-employers">one in five Americans</a> being neurodivergent and <a style="text-decoration: none;" href="https://www.pewresearch.org/short-reads/2023/07/24/8-facts-about-americans-with-disabilities/">13% of the population</a> having some kind of disability, it becomes increasingly important for workplaces to understand the range of cognitive, neurological and physical disabilities that affect people. The training should also cover the importance of inclusion and the best ways to provide support.
It should cover topics such as:
<ul style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The different disabilities, including invisible conditions.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
An understanding of each disability and relative terminology.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The barriers persons with disabilities face in the workplace.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
How to be respectful in communicating with disabled coworkers.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The appropriate ways to offer aid.
</li>
</ul>
Team members should also feel encouraged to ask questions and learn from each other. Additionally, these sessions should stress the importance of empathy and how even the smallest accommodations can enhance a colleague&rsquo;s life.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">5. Provide Supportive Employee Resource Groups</h2>
Employee resource groups (ERGs) are volunteer, employee-led groups that aim to provide opportunities for internal advocacy and professional development. Creating ERGs for employees with disabilities can greatly enhance their work experience. It does so by providing a platform for sharing experiences, addressing common challenges and building a support network.
For instance, groups for neurodivergent employees offer a forum for sharing strategies that enhance focus and productivity. This can be particularly beneficial for those with attention-deficit hyperactivity disorder (ADHD). Groups might also advocate for noise-canceling headphones <a style="text-decoration: none;" href="https://www.forbes.com/sites/markcperna/2023/10/24/how-companies-can-promote-a-culture-of-inclusion-for-adhd-employees/?sh=6905a37d5ad2">and promote a better understanding of neurodiversity</a> and their needs.
Another example could be an ERG that provides a supportive space for discussing mental health challenges and coping mechanisms. They might promote policies that sustain cognitive health and increase awareness of the issues they experience.
Similarly, ERGs can raise awareness <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">about the 70% of disabilities</a> that are not immediately apparent, such as Ehlers-Danlos Syndrome (EDS). Employees who understand hidden disabilities ensure their coworkers receive the help needed to perform their best. As long as management actively backs these groups with resources and raised voices, companies can create an inclusive environment for all.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">6. Help Employees Access Their EAP</h2>
Employee Assistance Programs (EAPs) offer confidential counseling services, support for mental health, legal assistance and more. Managers must ensure employees are well-informed about EAPs and know how to access services. Ensure you provide an educational session and present the information in ways that help all employees understand.
Facilitating easy access to EAP services is also essential. The process should be seamless, with minimal barriers, and team members should be able to use them without facing hurdles. For instance, offering multiple communication options can cater to different needs. Additionally, encouraging them to use the services and normalizing the discussion around them can destigmatize seeking help.
<h2 style="margin-top: 18pt; margin-bottom: 4pt;">Embodying Inclusivity in the Workplace</h2>
To help disabled employees, create a workplace where empathy, understanding, and proactive support are the norm. By implementing several best practices, managers can lead by example and create a truly inclusive workplace. However, inclusion is more than about accommodations &mdash; it also involves valuing every individual&rsquo;s contribution and ensuring they have the opportunity to succeed.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of <a href="https://designerly.com/" rel="follow">Designerly Magazine</a> or as a staff writer at sites such as HR.com and Clutch.co.
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Assessing Skills Without a College Degree: A Practical Guide for Employers

WEBINAR: How to Be an Ally Beyond Pride Month

6 Best Practices for Supporting Your Employee After a Disability Disclosure

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