Hannah Rose Olson makes an iron-clad case for why talent acquisition professionals and people leaders must include professionals with chronic illness or disability in their hiring decisions and DEI efforts.
Changes in the hiring landscape due to Covid have created a pressing need for many companies to increase headcount dramatically, especially professionals in tech and tech-adjacent roles, perhaps faster than perhaps ever before.
According to Olson, this population brings immense value to the workplace. And the recruiter who ignores that does so at their own professional peril. Moreover, a company seeking to foster DEI can’t neglect people with chronic illness and disabilities and expect to be truly inclusive.
60% of our population lives with at least one chronic illness. Of those people with chronic illness, 70% of the illnesses are invisible.
“I became determined from that point on, to really tackle this upfront and to create a platform that would actually help people like me, and so three years in, I’m grateful to be working on this product and to be building something for people out there struggling like me.”
“Have an eye out for injustices people with disabilities face. But get to know the person first, their disability second. They bring amazing traits to your workplace and culture.”
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