8 in 10 persons with disability perceive recruitment bias

More than eight in 10 people living with disclosed disabilities feel that their chances of being accepted for a job has been lowered in the past because of their disability, new research has shown.

According to a survey of 1,033 people, conducted by recruitment firm Hays, around two-thirds of employees living with a disclosed disability say their organisation’s leaders do not fully understand the business benefits of diversity and inclusion and over 80 per cent say recruitment bias exists.

Specifically, the survey found that: 83 per cent said there had been an occasion where they felt that their chance of being accepted for a job was lowered because of their disability and 66 per cent of people living with a disclosed disability believe their leaders have a bias towards those who look, think or act like them.

Moreover, just 37 per cent of people living with a disclosed disability said their organisation’s leaders understand the link between diversity and inclusion and talent attraction, 41 per cent said leaders understand the link to customer insight, 32 per cent said leaders understand the link to creativity and innovation and just 22 per cent said leaders understand the link to profitability.

As a result, a trust deficit exists: 34 per cent of people living with a disclosed disability trust their leaders to deliver change on the diversity and inclusion agenda; 32 per cent believe that their line manager is committed to increasing diversity within their team; and only 24 per cent said their leaders are role models for diversity and inclusion who challenge traditional viewpoints and established ways of working.

“Through this survey, we sought to share a snapshot of the lived experience of people living with disabilities in the world of work in Australia and New Zealand,” says Hays managing director Nick Deligiannis.

“The human case for building fairer and more inclusive workplaces is certain. Regardless of background, everyone deserves to work in a safe, supportive and respectful environment. There is also a vital business case for diversity and inclusion, which at its heart drives increased access to and active participation in the world of work from all parts of society,” he said.