Disability Self-Identification: Conversation Starter

We wrote a few months ago about the 3 chances to self-identify, but today we're going to touch on why that matters to you, the HR professional. All too well vilified, the OFCCP disability self-identification form carries with it several tangible benefits for you, believe it or not. Today, we're only going to focus on three, so please feel free to come up with your own.

The Disability Self-Identification Form Starts Dialogue

We all know there are certain questions you can't ask in the interviewing and hiring process, and no one wants to cross those lines. However, you can distance yourself from this line by having applicants fill out the new disability self-identification form and tell them the government made you do it. But beyond that, once the applicant chooses to fill out the form, you now have a place from which to start the conversation about appropriate accommodations and getting a clearer picture of the person before you, not just correlating a resume to a limited set of interview responses.

The Disability Self-Identification Form Protects You

Yes, the disability self-identification form protects you, the employer, in two ways. First and foremost, it helps you better account for your outreach and recruitment efforts when OFCCP comes calling (and they will). Hey, when isn't it nice to have stats, right? The disability self-identification form also protects you legally in the case of appropriate accommodations. Heaven forbid, an employee files a lawsuit, but chose not to fill out the disability self-identification form. Well, the fact that the form was made freely available to the employee pulls the rug right out from under them in that case, but of course we all hope it wouldn't come to that.

The Disability Self-Identification Form Helps Productivity

When employees or candidates fill out the disability self-identification form, it allows you the opportunity to accommodate their needs so they can be their most productive selves in the workplace. This eliminates frustration for both sides, the doubt that you've hired the right candidate, and the bewilderment caused by not knowing what could possibly have gone wrong in the process. Bottom line: the disability self-identification form helps your bottom line.

So now, is the disability self-identification form such a bad thing? We certainly don't think so, in fact it's good for all of us. The disability self-identification form opens up dialogue, protects employers legally from some terrible outcomes, and helps ensure productivity. Feel free to disagree, but we think this combination is a home run. But you tell us. What are the real benefits of the disability self-identification form to you?

Source: Huffington Post