We are Hiring! Why Inclusion must be on the Careers Page

Nowadays, inclusion no longer just means age, gender, origin or even sexuality. People with disabilities deserve just as much representation in the world of work and can add just as much value as anyone else. Due to physical or mental impairments, the abilities and areas of application naturally vary. But if the mindset and openness are right, it is also possible to discover and utilize hidden talents and skills. After all, everything is always a question of perspective and it’s worth changing your perspective from time to time.

In order to implement inclusion and create equal opportunities, the individual needs of all new colleagues should be addressed wherever possible. For some in the team, this means having a written or language interpreter at their side. For others, a ramp or special software is needed to adapt the screen to a visual impairment. There are countless ways to enable inclusion, you just have to get involved.

To find out how inclusive the largest companies in the country are and to what extent they communicate this to the outside world, we took a look at the career pages of the DAX 40 companies with regard to inclusion in the world of images. Are visible handicaps visible when people enquire about jobs? Do people with disabilities feel seen and addressed? Is openness and empathy conveyed?

See to Believe – Inclusion hardly recognizable on the Career Pages

As the DAX 40 are the largest groups on the German stock market, there is no question that these companies are well known and have a wide reach. They also have great resources at their disposal. In this respect, one might think that the implementation of all-encompassing inclusion should be easy. During the analysis, we looked at all the images on the 40 career pages to find out how many show visible disabilities and how inclusion is addressed. It emerged that only 25 companies cite inclusion as a core value at all. Of these, only 13 companies present a picture with a handicap at all.

However, if we look at the entire data treasure, this is not surprising. Of the total of 3,940 photos analyzed on all pages, only 33 pictures show people with disabilities at all. These 33 images are distributed across only 17 of the 40 companies. The most frequently depicted handicap is the wheelchair. But impairments such as autism, Down’s syndrome and visual impairments are also shown.

From the top down? Commitment starts with the Managers

According to the Federal Employment Agency, employing people with disabilities is a win-win situation for everyone. But how exactly do you put it into practice? Commitment and awareness of inclusion should start directly with managers.

They should set a positive example and influence and encourage employees in a good way. Through them, and possibly with the support of organizations such as Inklupreneur, employees can be made aware of the issue and knowledge can be passed on for implementation in everyday life. This creates commitment at all levels and open collaboration enables teams to work together towards a common goal. In the second step, access to the necessary aids is crucial for practical implementation in order to create an inclusive and barrier-free workplace. This can be done by providing speech, visual and hearing aids, but also by providing the necessary premises and means of transportation.

Diversity drives success – RWE as a Role Model for Inclusion on Career Sites

Putting theory into practice is usually the most difficult part. However, one company stood out particularly positively in our analysis. We are inspired by the story of Timo, a deaf man who successfully completed his internship at RWE. The energy giant works with a representative body for the severely disabled and had a sign language interpreter in the office for an hour every day to support the 20-year-old and bridge the communication barrier.

This example story was also peppered with quotes from Timo and his colleagues, which makes the commitment even more authentic and proves it. RWE also supports people with disabilities in the application process with special contact persons and a special FAQ section. With their motto “Diversity drives success!” and the goal of developing the potential of their employees through various projects, they show that promoting diversity is a priority for them.

Come to Stay – Satisfaction and Employee retention through Diversity

It is true that more and more companies are focusing on the topic of inclusion these days. However, our analysis also shows that not everyone is yet clear about why this issue is so important or how they can best address it. After all, “inclusion” shouldn’t just be a nice word to attract the SEO gods, but an important core value that makes every company flourish. According to Gallup’s research, employees in inclusive workplaces are more engaged, more committed to their company and have a higher retention rate. Inclusion also promotes a sense of belonging and strengthens the connection to the company.

We’re open – The Career site as a Figurehead to the Outside World

Cultivating your environment with empathy, understanding and open communication is not only beneficial in your private life, but also in the workplace. Approaching people, taking the time to understand their situation, needs, weaknesses and strengths leads to good and profitable cooperation.

The frontrunners in the DAX 40, such as RWE, show us this every day. In addition, diversity not only improves internal employee cohesion and the working atmosphere, but also radiates an image to the outside world that attracts and retains new talent. In order to develop the full potential of a company, inclusion must therefore be at the top of the priority list and be applied in all areas of work. The stories and therefore visibility on the careers page result automatically and ensure that applicants with disabilities also feel addressed. An accessible and diverse workplace not only opens doors and opportunities for new talent, but also for companies that gain a wide range of skills.

Did you like this article? Find out more about inclusion here.