Redesigning hiring processes from a disability perspective
We addressed the issue of inclusion and diversity by starting from the needs of people with disabilities in a large consulting company, co-designing with them a model of integration into the company that is more flexible and welcoming, attentive to the needs of each and every one.
Challenge
How can we redesign the selection, onboarding and staffing process in the first ninety days in the company to offer new hires a more inclusive experience that is more attentive to the needs of each employee, starting and being guided by the needs of people with disabilities?
Strategy
More inclusive organizations require new priorities and new values, as well as innovation approaches and processes capable of putting the well-being and growth of their employees at the center, favoring the construction of relationships based on empathy and the emergence of new collective sensitivities. We have started a co-design process involving employees with disabilities, human resources, and ambassadors representing the different business lines to design and design a new selection, onboarding and staffing experience in the first ninety days in the company.
Process
We started with one-to-one interviews with company employees with disabilities, addressing the issue of diversity with those who have direct and daily experience of it. This phase allowed us to identify strengths and weaknesses of the integration process in the company and to understand how diversity and inclusion are perceived and approached by the company and its employees in terms of overall experience, targeted actions and language.
The new selection, onboarding, and staffing experience in the first ninety days allows candidates and new employees to feel accompanied and guided in a process of enhancement that enables them to express the best of themselves, facilitating the understanding of the company context, its procedures and policies through new touchpoints, roles and rituals and especially the integration into a welcoming and collaborative relational context.
In the desk research phase, we collected and studied national and international cases to understand how more inclusive corporate practices can favor more sustainable organizations.
The new process supports the company in discovering talents aligned with business needs and team perspectives, in offering a fluid, inclusive, and positive experience, capable of guiding newcomers and supporting them in their growth path, and in building their own independence through a process of empowerment of the different actors involved.
Credits
Client
Confidential