7 Key Employment Facts About People of Determination You Need To Know as an HR Professional 

BY Joanna Szafranska
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How to catch the attention of millions of people? Share the message of diversity and acceptance during the FIFA World Cup opening ceremony. When Ghanim Al-Muftah went on stage alongside Hollywood legend Morgan Freeman we were all incredibly impressed by his positivity and strength. The ambassador of the FIFA World Cup was born with a rare condition Caudal Regression Syndrome, that impairs the development of the lower spine. Ghanim became Qatar’s youngest entrepreneur, plays multiple sports, and studies political science to start a diplomatic career in the future eventually. We should not be surprised as there are 30 million disabled people in the Middle East with hundreds of inspiring life stories.

Although at least two laws protect the employment rights of citizens of determination, still only around 7% of people with various disabilities develop a professional career in the UAE. Therefore, it is a great challenge for the employment market to actively support People of Determination to become recognized as valuable employees.

The following seven key facts will help you better understand the topic and discover what benefits people with disabilities may bring to your team while creating a win-win situation for both parties.

1. People of Determination play an important part in the country’s development.

People of Determination is an official term for people with special needs or disabilities to recognize their efforts in making achievements and overcoming all challenges. The resolution was introduced in The National Policy for Empowering People with Special Needs in 2017. It perfectly illustrates how the government aims to create an inclusive society enabling People of Determination to play an important part in the country’s development even more.

(© freeograph – stock.adobe.com)

2. The trend is growing globally.

According to the World Bank, 1 billion people live with disabilities worldwide. In developing countries, 10% to 20% of persons with disabilities of working age are employed. However, the figure is even higher in industrialized countries and accounts for 30% to 50%. The trend of employing people with disabilities is constantly growing, with two major declines in recent years due to The Great Recession and the COVID-19 pandemic.

3. Hiring People of Determination is good for business.

Simply, how can you be sure the company hired the absolute best person for the role if you did not consider candidates with disabilities? If you are still not convinced, let us have a look at some hard facts. First, companies with above-average diversity scores report almost double the average innovation revenue. Employees are challenged and intellectually stimulated by new perspectives and insights in a way that they would not be in a homogenous workplace. Second, people with disabilities tend to bring a strong sense of loyalty to the workplace and seek stable employment, which might reduce the costly employee turnover. Third, hiring People of Determination promotes an inclusive, supportive workplace. Employees commit to working hard for a company that they like. Fourth, by employing persons with disabilities, your company will better understand and serve customers with disabilities, which may expand your consumer market.

4. It is a win-win situation.

Hiring People of Determination is not only good for business, but it is a solution where everyone benefits. Like most people, the majority of the group wants a dignified and productive life. Employment provides not only income and potential fulfillment but also opportunities for social participation.

“…how can you be sure the company hired the absolute best person for the role if you did not consider candidates with disabilities?”

5. 90% of the recruitment process remains unchanged.

The hiring process varies from company to company. However, the main component remains the same. Recruiters want to learn more about candidates and determine if they fit the role. The process of hiring a person with a disability is no different. We all face the same difficulties in reaching unknown meeting points or fighting with technology during online interviews. To make the process comfortable for any candidate, it is best to ask directly what kind of assistance a particular person requires. You may also want to align the benefit plan accordingly to the needs.

6. Accommodating a person with a disability in the workplace does not need to be expensive.

The cost of adapting a workplace to the potential candidate’s needs is a factor that sometimes leads to unfair rejection. Lack of accessibility knowledge in the company can cause the exclusion of skillful individuals that would be a perfect fit for the role. While it seems complicated and expensive, creating an accessible workplace is cheap and easy to implement. First, hiring a person with a disability, you hire a professional who knows specifically what they need and how to fix any obstacles. Second, suppose the building was made according to accessibility standards, the cost of necessary software or equipment is often cheaper than buying a new fancy coffee maker.

7. There are various ways to prepare the team and build awareness.

It is all about awareness. The best way is to get to know each other and understand various points of view, desires, and pains. A fantastic opportunity might be during an event such as AccessAbilities Expo. Other options are training courses providing awareness sessions or even interactive online webinars run by people with disabilities themselves.

Making a true active commitment to inclusive employment might be a challenge. Still, it can attract quality candidates, keep the team satisfied and happy, and allow the company to thrive.

At DNA Recruitment, we strongly believe in the value of inclusive employment, but we are also aware it might be a challenge. Get in touch with our team, we can support you to build a more diverse and inclusive workplace.

Published: 25 November 2022

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