December 3rd is recognized as the International Day of Persons with disAbilities. During the month, we celebrate equality and the accomplishments of these people. People with disAbilities are probably one of the largest diverse groups in every country. Some individuals are born with a disAbility, while others develop a disaAbility during the course of their lives. Depression was defined by the World Health Organization (WHO) as the #1 cause for misfunctioning around the world. Depression, just one of the recognized disAbilities, affects approximately 25% of the world population.
Ideas for disAbilities Month in your workplace
The struggle for people with disAbilities accompanies them their entire lives, especially when looking for a job. While high-tech seems like an easy place to employ people with disAbilities, there are hurdles along the way. First and foremost, there are not enough places to train them. Sure, they can go to university or college, but you’d be surprised how many of them are not fully accessible, physically or virtually. While this issue is constantly improving, by and large, there are still many disAbled people who cannot gain their proper education.
Working in high-tech usually doesn’t require much physical work, so elements like a wheelchair or other should not be an issue, as most companies are accessible and easy. However, there is a lot to consider when hiring an employee with special needs, as there are many different challenges they face, and companies may sometimes avoid doing so just to spare themselves the trouble.
International Day for the Rights of Persons with special needs: December 3rd
#1 Welcome them explicitly
Mention it specifically on the company site and as part of every role description – ensure you welcome all, encourage candidates to expose their disAbility, and feel comfortable requesting adjustments in the sorting process to increase their chances to succeed. It is recommended to mention this commitment in the initial engagement (another opportunity to expose).
#2 Act accordingly throughout all processes
Respect and find ways to support their needs. They are Different, NOT Less. It’s critical to remember this and make sure it is absorbed at all levels of the company – from management to hiring managers, team members and more.
#3 Don’t assume – check
In many cases, it is difficult to imagine how talented people with disAbilities can succeed. Do not ask about the disAbility. Instead, explain the job requirements and give them a chance to describe how they will deal with them. Implement this general practice later on with employees.
#4 You are not alone, we’re happy to advise
The disAbility world is broad with a lot of internal variances. The ecosystem around you has plenty of experience, so we encourage you to use it to learn, improve, and grow.
#5 Make sure your offices are physically accessible
Be accessible. Everything needs to be available from parking to elevators, kitchen, and bathrooms for an employee with a wheelchair or other needs. This, of course, includes all materials being accessible for employees with hearing or sight issues and more.
To diversify your workforce, you have to look for talent where you haven’t looked before, and be open to getting to know new cultures and needs. The following organizations can help you take your first steps:
Taasuka Shava is a nationwide government program, which incorporates all services in the field of employment of people with disabilities, both for the job seeker and for the employer. We offer a variety of services to employers such as locating employees, providing individual information, training and guidance, professional counseling and more.
Target audience: People with disabilities
Operating mode: Direct placement
Education level: High school only, STEM professional courses, Non-STEM bachelor’s degree + , STEM bachelor’s degree
Program name: TA’ASUKA SHAVA
Are employers part of the admissions process? Yes
Are employers part of the training? Sometimes
More info :
For over a decade, Avital Yanovsky has brought diversity to the Israeli high-tech industry through global and local best practices. After many years on the technological side of the industry, she has the know-how and experience to implement genuine workplace diversity that is both business-minded and excellence-driven, yet rests on a foundation of social responsibility and care. Her focused, effective, organization-wide process results in the successful hiring and onboarding of highly motivated hidden talents; expands organizational creativity, innovation, and out-of-the-box thinking; promotes an inclusive culture; and uplifts the business’s brand.
Target audience: Orthodox, Women, Arab Israelis, Ethiopian Israelis, People with Disability, Periphery
Operating mode: Direct placement
Education level: STEM degree
Program name: Avital Yanovsky
Are employers part of the admissions process? No
Are employers part of the training? No
More info :
Avital Yanovsky – 054-445-4576 – [email protected]
Are you aware of disAbilities Month IATI? December 3rd is recognized as the International Day of Persons with disAbilities. During the month, we celebrate equality and the accomplishments of these people. People with disAbilities are probably one of the largest diverse groups in every country. Some individuals are born with a disAbility, while others develop...
Groups you can post your job offers:
1. יינתן למעסיק סכום בגובה של כ- 10% משכרו של העובד.
מדרגה ראשונה – גובה השכר החודשי לעובד נמוך מ- 4,500 ₪
2. יינתן למעסיק תשלום בגובה של 10% עבור השכר במדרגה הראשונה ו- 25% עבור השכר התוספתי במדרגה השנייה.
מדרגה שנייה – גובה השכר החודשי לעובד בין 4,501 ₪ ל- 6,000 ₪
3. יינתן למעסיק תשלום בגובה של 10% עבור השכר במדרגה הראשונה, 25% עבור המדרגה השנייה ו- 35% עבור השכר התוספתי במדרגה השלישית.
על השכר שמעבר ל – 10,000 ₪ לא ישופה המעסיק.
מדרגה שלישית – גובה השכר החודשי לעובד בין 6,001 ₪ ל- 10,000 ₪
