Our Services
Disability in the Organization – Comprehensive Support (Recruitment and Retention)
We support organizations in building a coherent, safe, and effective approach to disability – from accessibility and recruitment, through onboarding and daily collaboration, to employee development and retention.
We work based on our 7 Areas Model, which allows for organizing actions and adapting them to the organization’s real capabilities. The model does not require implementing everything at once – we help select the right starting point and develop actions in stages.
How We Work
We always start with the organization’s context – its goals, resources, and challenges. We can work on specific areas or comprehensively – depending on needs.
Areas of Support / Scope of Services
1. Organizational Accessibility
Accessibility is the foundation – without it, recruiting and retaining employees with disabilities is not realistically possible.
- accessibility audits (space, processes, tools)
- designing accessibility standards, processes, and procedures (operational, communication, management)
- architectural and digital consulting
- creating action plans for implementing accessibility
2. Attracting Talent (Employer Branding)
Building access to candidates requires conscious communication and genuine attractiveness of the organization as an employer.
- labor market and talent availability analysis
- identifying barriers in candidate acquisition
- recruitment communication audit and design
- support in building EVP / employee value proposition
- creating EB strategy in the area of disability
- collaboration with foundations and labor market partners
- training for EB and HR teams
3. Recruitment and Onboarding
This is the moment when the organization actually “opens the door” – the quality of these processes determines real access to employment.
- recruitment process audit (inclusion, accessibility, risks)
- designing recruitment and onboarding procedures
- training for HR, recruiters, hiring managers, and teams
- workshops on biases, prejudices, and anti-discrimination
4. Competencies and Awareness in the Organization
Without knowledge and appropriate competencies, even the best processes will not work in practice.
- awareness workshops (building openness and understanding)
- competency training (e.g., collaboration, conflicts, microinequalities)
- programs for leaders and managers
- dedicated training (HR, EB, OHS, leaders)
- educational initiatives (e-learning, microlearning, materials, response procedures)
5. Inclusion in Daily Team Functioning
True inclusion happens in daily work – in relationships, processes, and ways of collaboration.
- analysis of team barriers and potential
- preparing teams to work with people with disabilities
- designing implementation action plans
- supporting collaboration between teams and functions
- creating and developing ERGs / networks (e.g., Ability Network)
6. Support Systems for People with Disabilities
Individual needs require thoughtful, systemic solutions that level the playing field and support development.
- needs analysis and designing accommodations (workstations, work organization)
- flexible work arrangements and functional support
- designing development paths
- training and competency support
- intervention support (difficult situations, conflicts, accommodations)
7. Strategy and Management
For actions to be sustainable and effective, they need support at the level of strategy, data, and business decisions.
- developing business case
- creating strategies and policies in the area of disability
- designing KPIs and monitoring systems
- research (e.g., employee needs, accessibility level, barriers)
- creating procedures and implementation plans (action plans)
- management and advisory support
How We Can Work
- on specific areas (individual actions)
- in a selected area
- comprehensively (7 Areas Model)