Did you know that 25% of the working-age population in the U.S. has some sort of disability? Or that 28% of adults in the U.S. have been impacted by the justice system with an arrest or criminal record? Did you know that almost 10% of Americans are connected to the military as active duty, veterans or as caregivers and family members?
These statistics are from the Society for Human Resource Management, a leading professional association for human resource experts and business leaders. With so many employers still competing for top talent, you can't afford to overlook valuable groups of capable workers such as individuals with disabilities, veterans, people with a justice system history, non-student youth and even workers older than age 60.
Individuals who have traditionally faced barriers to employment often have a strong commitment to their organizations, high degrees of loyalty and engagement and bring unique perspectives. Providing someone with an opportunity that they previously thought was unattainable often results in an employee who is eager to demonstrate their value to the organization.
If your organization could benefit from engaging members from new communities, below is an overview of a few different populations and information to consider to better connect with these broader audiences.
Individuals with disabilities: More than 15 million people in the U.S. qualify as having some sort of physical disability according to a study by Accenture, yet only about 20% of working-age Americans with disabilities are employed. Individuals with disabilities can bring tenacity, creativity, adaptability and resourcefulness to the workplace, and will likely contribute to making your products and services more accessible to others. Organizations will benefit by training hiring managers on accommodations – the vast majority of which are low-cost or no-cost – and creating hiring and onboarding processes that are accessible and open-minded. Check out employingabilities.org for more information.
Individuals with criminal records: According to SHRM, more than 80 million people in the U.S. have a criminal record of some sort, the vast majority having only a single conviction. Having a record can be a huge obstacle to achieving meaningful employment, but if employers are simply screening out all individuals with a record, you're not only missing out on potential hires who will be committed, loyal and eager to prove their value, you might also be breaking the law.
Employers cannot ask applicants about an arrest record and can only inquire about an individual's criminal history in the later stages of the hiring process. In 2021, Illinois enacted the Employee Background Fairness Act, which requires that employers consider the length of time before a conviction, the number of convictions, the nature and severity, age at the time of conviction and evidence of rehabilitation before deciding not to hire a candidate based on background check results, along with other requirements. Before rejecting a candidate strictly because of a flag on a background check, take the time to get to know the person and hear their story. You could be capturing a great potential employee who is ready to make a difference.
Military community: Active military and their spouses, as well as veterans, face a number of barriers to employment such as relocation, the need for time away from work to support their service and access to benefits, including mental-health support. However, the military community also brings strong organizational skills, accountability and the ability to work under pressure. Hiring veterans or their spouses is a great way to thank them for their service and benefit from the knowledge and experience that comes from being in the military. Employers can participate in Work Opportunity Tax Credits, Veterans Readiness and Employment programs and other Special Employer Incentive Programs which provide reimbursements and cost offsets for hiring from within the military community. For more information go to militarycommunityatwork.org.
In addition to the populations described above, SHRM also has resources for connecting with individuals aged 60 or older and non-student youth. Resources include education and outreach support, certificate programs and more. The Central Illinois Chapter of the Society for Human Resource Management is the local affiliate and can help direct employers to resources for widening pathways to work for local employers. Connect with CIC SHRM at cicshrm.wildapricot.org.
Start by stating in your job postings that you're an equal opportunity employer interested in connecting with individuals from a wide range of backgrounds, then take steps to build deeper connections with candidates who could help your organization thrive.
