Last week we welcomed the latest report from the Business Disability Forum (BDF) which offers best practice information and actionable advice to hiring managers looking to create an inclusive disability hiring process.
In the UK, there are more than seven million people of a working age, indicating that companies are discounting a significant amount of talent.
The primary focus of the report centers around the way that companies should become ‘Disability Smart’ in order to improve results and enables job applications from people with all types of impairments.
Better results with diversity and inclusion
Sales is an industry primarily focused on results, and in order to achieve objectives it is vital to put the right team together, so rather than hiring a team using the ‘tick-a-box’ method, the BDF report suggests stepping away from the CV and looking at skill sets which will add value to the existing team.
George Selvanera from the BDF explains that many organisations fail to place a big focus on diversity as part of the recruitment process - which in essence means that companies are making the hiring task much harder than it needs to be and doing their teams a disservice.
Diverse companies make more money
Research from McKinsey suggests that hiring the ‘best person for the job’ isn't enough anymore. In this research, it is proven that diverse businesses deliver 35% better results than non-diverse businesses.
This bottom line is a simple fact that no manager can argue with.
Harnessing diversity's true potential
Due to the competitive nature of sales roles in general, unconscious bias could be more of a problem in these roles than other functions, as you typically look for 'someone in the mould of your top performer'.
Channeling diversity in to existing teams
There are a number of ways to channel diversity into fully functioning sales teams, without causing disruption:
1. Accept that unconscious bias exists and take steps to highlight the reasons why and how it is holding your sales team back
2. Work out the skills that are missing from your current team and hire accordingly
3. Avoid hiring candidates in your own ‘image’
4. Highlight ways in which your business can be inclusive to disabled candidates eg: is flexible working an option you can offer?
By Alec Laurie, Managing Director of specialist recruitment firm Laudale, who provide quality business change and IT programme professionals to businesses across North of England.