Joe M., 27, applied for a position within a well known marketing firm. Joe has a hearing impairment, and had been looking for a position which would allow him to use his abilities in online work whilst accommodating his disability.

Within the application form, there was no ‘Guaranteed Interview Scheme’ box, so Joe informed them of his disability within his personal statement. Having made it to interview, Joe was asked by email what he needed in order to attend the interview. The marketing firm were honest in telling him that they had no experience of providing communication support and openly sought his advice.

Having been successful in securing the position, Joe got to work in setting up his station and discussing his needs with peers; how important it was for people to speak to him face to face, one at a time, putting a hand on his shoulder if they wanted his attention.

Joe’s manager also looked into his responsibilities in terms of risk assessment and ensuring Joe’s safety in the event of a fire, etc.

With that, Joe’s work went well. Communication was generally through email, which suited Joe, and team meetings ensured that Joe was able to participate along with everyone else.

Having an open mind and being receptive to your staff’s needs is a huge part of creating an accessible environment. Find out more about accessible recruitment processes and work assessments.

Case Study: Joe, Researcher
Facebooktwittermail
Tagged on: