Hiring people with disabilities – how to do it right? Discover our proven model.

Strategia zamiast improwizacji. Skuteczna polityka świadomego zatrudniania osób z niepełnosprawnościami nie polega na kopiowaniu gotowych schematów. Każda firma ma inną kulturę, inne zasoby i specyficzne cele biznesowe. Dlatego zamiast ogólnych rad, wspólnie z Tobą analizujemy realny kontekst Twojej organizacji – czas, budżet oraz lokalny rynek pracy – by odpowiedzieć na najważniejsze pytania: do czego docelowo zmierzamy i czym konkretnie powinniśmy się zająć w pierwszej kolejności?

Accessibility that evolves alongside your business. For us, accessibility goes far beyond ramps and wheelchair-accessible entrances. It is an ongoing, context-driven process, not a one-time task to check off a list. We don’t focus solely on architectural barriers. We help you take a broader view of your organization by designing systematic adaptation plans for specific job roles. This allows us to identify which areas of your company are already ready to welcome new talent, and which require thoughtful changes.

Realne spojrzenie na możliwości. Wierzymy w zasadę, że lepiej perfekcyjnie zadbać o wybrany obszar, niż kreślić szerokie plany, których nie uda się zrealizować lub rozpraszać energię na działania, które nie przyniosą rezultatu. Pomagamy identyfikować stanowiska pracy, które są już gotowe na przyjęcie osób z niepełnosprawnościami lub wymagają jedynie racjonalnych nakładów finansowych na adaptację. Pomagamy wybrać konkretną jednostkę biznesową lub specyficzny rodzaj niepełnosprawności, od których warto zacząć. Ten krok po kroku pozwala organizacji „oswoić” temat i wyeliminować lęk organizacyjny, zastępując go dumą z tworzenia otwartego miejsca pracy.

Bezpieczne i elastyczne wdrożenie. Nasz model opiera się na siedmiu filarach – od audytu, przez edukację, aż po analizę stanowisk – ale to Twoja firma dyktuje tempo. Nie narzucamy sztywnej chronologii. Możemy jednocześnie pracować nad świadomością Twoich zatrudnionych, kompetencjami kadr kierowniczych i audytem technicznym, czy analizą lokalnego rynku pracy, dopasowując się do dynamiki Twojego biznesu. Dzięki temu wspólnie eliminujemy lęk organizacyjny, zastępując go profesjonalną strategią rozwoju talentów, a Ty otrzymujesz pewność, że proces włączania pracowników z niepełnosprawnością jest przemyślany, etyczny i efektywny biznesowo.

Accessibility. This involves creating conditions (procedural, technical, architectural) that enable the actual presence and performance of work by persons with specific types of disabilities. This is one of the most frequently cited areas in companies, and at the same time one around which the most misunderstandings arise. Why? Because we stereotypically associate the issue of accessibility with the sphere of mobility impairment and architectural barriers. Meanwhile, this is only a fragment of reality.

How can we help you?

• Accessibility Audits: Comprehensive analysis of office space, processes, and work tools.
• Architectural and Digital Consulting: Consulting on removing barriers for persons with various types of disabilities (visual, hearing, mobility).
• Designing Accessibility Standards: Creating internal guidelines for workplace organization.
• Creating Action Plans for implementing accessibility, in accordance with the company’s capabilities.

Attracting talent. Establishing relationships with the organization’s environment that will enable persons with disabilities to become interested in employment with the company and build the image of an employer of choice. Building lasting relationships with institutions supporting persons with disabilities allows the organization not only to reach hidden talents but also to genuinely verify the availability of competencies that the company currently needs to achieve its business objectives.

How can we help you?

We build a bridge between your company and the talent market, strengthening your image as an employer of choice.

• Local Labor Market Analysis: Identifying the availability of competencies among persons with disabilities in your region.
• Communication Support: Audit and design of inclusive recruitment campaigns.
• Stakeholder Relations Management: Establishing and coordinating cooperation with institutions and foundations supporting persons with disabilities.
• Optimization of Agency Cooperation: Implementing guidelines for recruitment service providers in the area of diversity.
• Support in Building EVP / employee value proposition – creating EB strategy in the area of disability
• Training for EB teams / communication

Open doors. This area aims to establish and continuously improve inclusive recruitment rules that provide real opportunities for employing persons with disabilities. It also encompasses the sphere of employee onboarding (onboarding of persons with disabilities).

How can we help you?

We streamline employee hiring processes so that every candidate has a real and equal chance of employment.

• Employment Policy Audit: Review of recruitment practices in terms of their accessibility and inclusiveness.
• “First Line” Training: Workshops for reception, concierge, and security staff on professional service and communication with persons with disabilities.
• Training for HR, Recruiters, Hiring Managers, and Teams – recruitment, biases, microinequities; awareness/eye-opening sessions
• Designing Inclusive Onboarding: Preparing dedicated employee introduction pathways to the organization, taking into account specific adaptation needs.

Open people. Building awareness (and attitudes) on the topic of disability, which is intended to foster attitudes of openness and inspire the willingness to undertake inclusive actions. This area also includes developing knowledge among all employees and strengthening leadership competencies in managing diverse teams that include persons with disabilities.

How can we help you?

We shape a culture of openness by providing knowledge, competencies, and tools to leaders and teams.

• Awareness Sessions and Workshops: Educating all employees to break down stereotypes and build empathy (awareness sessions – building openness and understanding)
• Development of Managerial Competencies in managing diverse teams that include persons with disabilities.
• Competency Training (e.g., collaboration, conflicts, microinequities)
• Information and Education Initiatives: Preparing internal knowledge bases and materials promoting inclusive attitudes (e-learning, microlearning, materials, response procedures)

Inclusion in the day-to-day functioning of teams. Beyond focusing on education, the company must undertake and sustain actions aimed at genuinely including persons with disabilities in the life of the company and individual teams. This involves day-to-day operations and breaking down emerging barriers and problems at the process level, as well as in collaboration and relationships. .

How can we help you?

We focus on the actual participation of persons with disabilities in company life and removing everyday barriers:

• Periodic Analysis of Process Barriers: Monitoring the day-to-day functioning of persons with disabilities in teams and identifying bottlenecks.
• Designing Action Plans: Creating specific corrective plans for emerging problems in relationships and processes; designing implementation action plans.
• Team training – collaboration, communication, conflict resolution.
• Employee Network Support: Consulting on creating and facilitating support groups and experience-sharing networks (ERGs, e.g., Ability Network).

Support for people with disabilities. Addressing the specific needs of people with disabilities to ensure equal opportunities (this may include training, career path planning, flexible work arrangements, rehabilitation support, etc.) It is important that this support involves designing and implementing accommodations in the spirit of equity—in a way that does not generate negative feelings among other team members or accusations of favoritism.

How can we help you?

We design support systems that level the playing field while ensuring comfort and a sense of fairness throughout the team.

• Consulting on accommodation: Designing personalized accommodations (flexible work arrangements, rehabilitation, career advancement paths).
• Designing “Equity” Solutions: Implementing actions that level the playing field in a way that does not provoke resistance among other employees and does not create a sense of unjustified privilege.
• Planning Development Paths: Adapting training and development programs to the needs of persons with disabilities.

Process coordination / strategy and management. Conscious management focused on monitoring outcomes, maintaining and developing the business case, and advancing disability policies.

How can we help you?

We provide professional data and policy management to ensure that inclusion is an integral part of your business strategy.

• Developing a Business Case: Preparing a business case for your company’s policy on hiring people with disabilities.
• KPI Systems and Performance Evaluation: Developing success metrics and tools to track the return on investment in inclusion.
• Developing strategies, policies, and action plans in the area of disability
• Research—e.g., employee needs, accessibility levels, barriers, perceptions of disability, expectations.
• Developing and updating procedures: Developing formal policies on hiring and diversity management.
• Management Consulting: Strategic support for decision-makers in the long-term development of DEI initiatives.