Knowledge
Inclusive HR
Inclusive HR presents numerous opportunities for companies and generates significant business value.
On this page, you will find tips for designing inclusive processes within the employee lifecycle, as well as various checklists, links to further information, and resources.
Inclusive Processes Employee Lifecycle
A key aspect for inclusive HR is the design of inclusive processes within the employee lifecycle.
We have compiled a few tips for you here:
Recruitment Marketing:
On your homepage, highlight the company's DEI (Diversity, Equity, and Inclusion) concept or include a note about your openness to employing individuals with disabilities. However, ensure these are not just empty words – let your actions speak louder than words! Describe the company culture and the measures implemented to proactively create a positive and healthy environment. Such factors are increasingly important for young and healthy applicants too, and can be decisive when choosing an employer.
Recruitment:
Here you will find essential tips for attracting more individuals with disabilities as employees.
> Accessible Recruitment (PDF)
Onboarding:
Review your internal onboarding process and supplement it with considerations for individuals with disabilities. Here are some examples:
- Check if special adjustments are needed at the workplace and arrange them in a timely manner.
- Plan with the supervisor how the introduction will be structured and how communication will be handled.
- If necessary, designate a direct contact person or "mentor."
- Structure the introduction to align with the resources of the employee with a disability.
- If necessary, Job Coach a qualified Job Coach (e.g., from Profil). Or, if needed, seek assistance from our expert advisors.
Professional Development:
Inclusive HR should also foster diversity of perspectives and equal opportunities. Pay special attention to ensuring that individuals with disabilities can also develop their potential and receive support. Generally, improvements in this area benefit all employees within the company.
Retention:
It has been proven that loyalty and commitment to a company increase with a higher degree of inclusion. An inclusive work environment thus positively impacts everyone's satisfaction and extends their tenure within a company. This also reduces recruitment costs.
Offboarding:
Leverage the openness of departing employees and inquire about their reasons for leaving. Reflect on the feedback and adjust HR processes as needed.
Checklists and Resources
This checklist for employers was taken from the book «ABC WORK AND DISABILITY» © IVB Disabled Self-Help of both Basels:
> Preparation, Job Interview, and Onboarding (PDF)
Under the following link, you will find information on Compasso's resource-oriented integration Profil (REP). This will help you determine what level of physical capacity is medically feasible for an employee who has become unable to work, without jeopardizing their recovery:
> www.rep.compasso.ch
The Swiss Federation of the Deaf (SGB-FFS) has published a new guide on developing and adapting Diversity & Inclusion guidelines with a focus on hearing impairment
> www.sgb-fss.ch/news/neuer-leitfaden-zum-thema-inklusion/
The Federal Department of Home Affairs provides information and a checklist here on how you can become a more inclusive company:
> www.edi.admin.ch
The German Knigge Council has developed tips for respectful interaction with people with disabilities, which can be very useful for employers
> Knigge (PDF)
More Information
Further important information and factsheets can be found in our documents!
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