Employees who are physically or mentally disabled can do more than many think. Diversity management helps your organization to integrate them individually into work processes and make better use of their potential.
What you can do
- Provide barrier-free access to the workplace for all employees. Include clear information about accessibility and name a contact person who is available to answer questions about inclusion and accessibility.
- Adapt job profiles to the respective skills, not the other way around. Post your job ad on accessible platforms, while also checking that your own website is accessible.
- Appoint "DisAbility Managers" or "Representatives" to make the interests of people with disabilities heard even more. Take these needs seriously and show that your company stands for change.
- Encourage employees to qualify for tasks that they do not yet cover with their skills.
- Ensure that you comply with legal rules, such as the quota for the employment of severely disabled persons. Do not relocate services and manufacturing processes, but hire people with disabilities directly, for example with the Budget for Work.
- Create a trusting, appreciative culture to ensure that no one is forced to hide a disability. Are spelling errors perhaps part of a learning difficulty, such as a reading dyslexia?
Read more about the "Physical and mental ability" dimension in our link section.