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:
Highlight the company’s DEI (Diversity, Equity, and Inclusion) concept on your homepage, or include a statement about your commitment to hiring people with disabilities. Keep in mind, however, that these cannot be empty words—make sure your actions back up these statements! Write about the company’s culture and the measures being implemented to proactively ensure a positive and healthy work environment. Even for young and healthy applicants, such factors are increasingly important and can be decisive when choosing an employer.
Recruitment:
Here you'll find essential tips for attracting more people with disabilities as employees.
Onboarding:
Rethink the internal onboarding process and adapt it to accommodate the specific needs of people with disabilities. Here are a few 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.
- You may want to designate a direct contact person, such as a "godparent."
- 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.
Further Development:
Inclusive HR should also promote diversity of perspectives and equal opportunity. Take special care to ensure that people with disabilities can also realize their potential and receive support. As a rule, improvements in this area benefit all employees in the company.
Commitment:
Evidence shows that loyalty and commitment to a company increase as the level of inclusion rises. An inclusive work environment therefore has a positive effect on everyone’s satisfaction and extends the length of time employees stay with a company. This also reduces recruitment costs.
Resignation:
Take advantage of the openness of employees who are leaving and ask them why they are resigning. Reflect on their feedback and adjust HR processes as needed.
Checklists and Resources
This checklist for employers was adapted from the book “ABC ARBEIT UND BEHINDERUNG” © IVB Behindertenselbsthilfe beider Basel:
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 Etiquette Council has compiled tips on how to interact respectfully with people with disabilities, which can be very useful for employers
More Information
Further important information and factsheets can be found in our documents!
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