Assuming someone got far enough to reach a corporate or third party recruiter via phone, tty, etc. I give most recruiters the benefit of the doubt and assume they have sufficient common sense and common courtesy to screen for ability without being distracted by disability.
After all, if your team Googles/Bings for specific disabilities such as sight, sound, intelligence or motor challenges, they will eventually figure about what reasonable accommodations need to be made for something as simple as a recruiting process. And if they don't have either the common sense or the common courtesy, I've little patience to converse with them anyway. Eventually they will reap what they sow.
But recruiting isn't really that simple anymore. We might consciously be aware of some demographics in our final slate: gender, race, veteran status and age come to mind easily but the absence of a visible disability seldom causes either comment or complaint.
I've become more concerned over the messages, the obstacles and the challenges that prevent so many people with disabilities from ever getting far enough to be considered as having gotten "up to bat" since I started tracking down stats of wounded warriors a year ago. And its been a decade since Mark, my business partner and I did a bit of research for the National Technical Institute for the Deaf under their IBM grant to examine why their engineering students didn't attract much interest from corporations (see story in blog yesterday at ERE).
In some cases it seems as if emerging Technology has unintentionally become as difficult to navigate as a three story walk-up does from the confines of a wheel chair. Not that it can't be done but if the attitude is all on me to get up there, I at least would like a welcoming message on the front door.
After some recent discussion with a number of friends including Jason Davis and Maren here at Recruitingblogs, I thought it worth the effort to take stock of just how many "welcoming messages" there are out there contributing to the candidate experience of someone who happens to be disabled.
I view the list on this survey
as a starting point and look to measure the "baseline". sort of a mirror or where we are before we consider moving the bar.
Why fill out the survey
? It won't hurt. While I am collecting contact info, I promise it will be anonymous and, you may find it interesting. I'll share it, not sell it and will be moderating panels through out the year related to it. This month for example, I'll be at a conference of Career Coaches moderating a panel on Military hiring withe the head of veterans affairs and disabilities will not be a minor issue. Thanks in advance.