Workplace Discrimination

Don’t Be Afraid of the Disabled Job Candidate

Transcript of ESBHR Podcast #18: Don’t Be Afraid of the Disabled Job Candidate

Listen to the audio.

Many employers are uncomfortable with considering physically disabled candidates for job openings.

It’s the one form of hiring discrimination that seems to be the hardest to overcome. I once heard someone liken being disabled with being an invisible minority.

I think that our discomfort has a lot to do with something very simple and honest… a lack of understanding of how to approach and interact with someone who is disabled.

We are taught as children not to stare at someone in a wheelchair for example; or not to ask any questions about how it may feel to be disabled. As we move into adulthood, curiosity turns to discomfort.

These good intentions borne from our desire to make disabled people feel comfortable only serves to make some individuals feel alienated or excluded.

Some things to think about as an employer when interviewing an employee with a physical disability:

Don’t make assumptions about what type of work a person with a disability is or is not capable of doing.

We should take the time to discuss experience and skills before pigeonholing a candidate and assuming that the person is not qualified for a particular job.

Seek advice from the experts. Most if not all states have resources available to employers who have questions about the Americans With Disabilities Act, and how to make accommodations for people with disabilities.

These resources can also be very helpful with answering any questions that you may have regarding interviewing and hiring people with disabilities.

Start by Googling the words State Agencies For Disabilities to find organizations in your state.

I hope to be able to interview an expert in the area of hiring physically challenged employees in a future episode of Employee Hiring and Managing Tips so stay tuned !

Dianne Shaddock is the President of Easy Small Business HR, Employee Hiring and Managing Tips and the author of the ebook “How To Supervise: What Your Boss Never Told You Before You Took the Job“, A Step-By-Step Guide For New and Seasoned Managers.

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Employee Fired From Job For Being Too "Homely"… Sues and Wins!

A senior manager at a hotel chain in the Midwest takes issue with a female employees’ “Ellen DeGeneres” looking appearance, short hair, and lack of makeup indicating that she is “not attractive enough” to work at the front desk of the hotel.

The front desk role was actually a position that the employee was promoted into. Despite the fact that this employee received good performance reviews, she was eventually fired from her job. The employee sued the hotel chain for sexual discrimination, and won. You can learn more about the details of this extremely interesting discrimination case at “Legal Update”.

This is a great best management practices article on how not to treat employees in the workplace.

Dianne Shaddock is the Founder of Easy Small Business HR, Employee Hiring and Managing Tips. Through the Employee Hiring and Managing Tips podcast, blog, and weekly ‘quick tips’ e-newsletters, Dianne offers expert advice on how to make better hiring decisions, manage difficult employees, develop employee policies, motivate staff, and so much more. No stuffy, corporate HR policy lingo; but straight forward, easy to understand and implement advice for businesses just like yours. Stay ahead of the curve and go to Easy Small Business HR for more tips on how to hire and manage your staff effectively.

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An Expensive Lesson on Sexual Harassment For One Small Business

Businesses should take note from the hard lesson learned from one Las Vegas business about how sexual harassment of employees should not be tolerated in the workplace.

The following article was published on the KNXT News Radio website, (KNXT.com) which highlighted a recent sexual harassment ruling against a local car dealership:

Car Dealership Settles Sexual Harassment Case

A now-closed Las Vegas car dealership has agreed to pay 110-thousand dollars to settle a federal sexual harassment case. According to a news release, the Equal Employment Opportunity Commission charged Bill Heard Chevrolet managers and employees with making “crude remarks” about the bodies of nine car saleswomen, solicited them for dates or sexual favors, and “grabbed at a woman employee’s breasts.” The EEOC also claims the saleswomen who complained were disciplined, demoted or fired. Bill Heard Chevrolet closed its dealership on Decatur Boulevard in 2008 and its parent company filed for bankruptcy.

Supervisors who are presented with accusations of sexual harassment should promptly investigate accusations. If it is found that the accusation is valid, it is important to deal swiftly with the offending employee(s).

All businesses, no matter how small should have a policy that clearly outlines the company’s position on sexual harassment, including how victims of harassment can report any concerns. All staff should be made aware that there is a zero tolerence level for harassment of any kind in the work place and what the consequences are for employees found to be in violation of your policy.

Consult with an employment lawyer for assistance with developing a policy for your company.

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The Advantages of Hiring Older Workers

Savvy employers know that in order to have a broad perspective of experience, and ideas in the workplace, it’s important to hire workers that are not cookie cutter versions of the rest of your staff. This includes taking advantage of the rich resources that older workers can provide to an organization; even if the job that you are recruiting for is an “entry level” position.

Let’s face it, choosing to not hiring someone on the basis of their age is illegal, yet some older workers still suffer from the sting of age discrimination. Like other forms of discrimination, age discrimination can be very subtle and not always recognized or acknowledged.

Choosing not to hire an applicant because they have too much experience can be perceived as a form of subtle discrimination because it inadvertently rules out candidates who have several years of experience.

There is the belief that older workers, who have been employed for decades, are no longer interested in working once they reach retirement age. The mindset that one should retire at age 65 and make room for the younger generation in the workplace is gradually disappearing. Employers are realizing that many mature workers aren’t interested in retiring just because they are of a particular age. These are employees who enjoy, what they do, are good at it, and want to continue making contributions to the organization.

The advantages to hiring older workers are varied. Older workers offer

A strong work ethic
Strong problem solving, and trouble shooting skills
Ability to work autonomously
Good judgment skills based on past experience
The maturity and interest to mentor co-workers based on their years of experience in the workplace.
Excitement about the changes in the workplace as it relates to new technology.

Of course younger workers have similar attributes and not all workers whether they are younger or older can be labeled as the “best” type of employee to hire in any situation. But, our older workers offer skills and real life work experience and perspectives that their younger counterparts simply cannot match based on their lack of overall years in the workforce.

The key is to take advantage of what our entire potential workforce has to offer which includes mature workers; even for those positions where it is assumed that there is not an interest because of the candidate’s vast experience. A workforce made up of a microcosm of our community, be they young, mature, male, female, or people of color can only help to make a company more dynamic and richer given the varied skills, experience and perspectives that difference brings to the table.

What do you think? Did you find this post helpful? Have a comment that you’d like to share? Take a moment to share your thoughts. All comments will be posted with the exception of posts containing inappropriate or inflammatory language and/or spam.

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