{"id":12326,"date":"2026-03-30T09:50:04","date_gmt":"2026-03-30T07:50:04","guid":{"rendered":"https:\/\/diversityhub.pl\/hiring-people-with-disabilities-how-to-do-it-right-discover-our-proven-model\/"},"modified":"2026-04-13T14:30:39","modified_gmt":"2026-04-13T12:30:39","slug":"hiring-people-with-disabilities-how-to-do-it-right-discover-our-proven-model","status":"publish","type":"post","link":"https:\/\/diversityhub.pl\/en\/hiring-people-with-disabilities-how-to-do-it-right-discover-our-proven-model\/","title":{"rendered":"Hiring people with disabilities \u2013 how to do it right? Discover our proven model."},"content":{"rendered":"

To start \u2013 what should every employer and HR professional know?<\/h2><\/div>

Here are the foundations of our work philosophy in the area of employing persons with disabilities, which stem from years of our experience:<\/span><\/p>\n<\/div>

  • <\/i><\/span>
    \n

    Strategia zamiast improwizacji. <\/b>Skuteczna polityka \u015bwiadomego zatrudniania os\u00f3b z niepe\u0142nosprawno\u015bciami nie polega na kopiowaniu gotowych schemat\u00f3w. Ka\u017cda firma ma inn\u0105 kultur\u0119, inne zasoby i specyficzne cele biznesowe. Dlatego zamiast og\u00f3lnych rad, wsp\u00f3lnie z Tob\u0105 analizujemy realny kontekst Twojej organizacji \u2013 czas, bud\u017cet oraz lokalny rynek pracy \u2013 by odpowiedzie\u0107 na najwa\u017cniejsze pytania: <\/span>do czego docelowo zmierzamy i czym konkretnie powinni\u015bmy si\u0119 zaj\u0105\u0107 w pierwszej kolejno\u015bci?<\/b><\/p>\n<\/div><\/li>

  • <\/i><\/span>
    \n

    Accessibility that evolves alongside your business. <\/b>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\u2019t 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. <\/span><\/p>\n<\/div><\/li>

  • <\/i><\/span>
    \n

    Realne spojrzenie na mo\u017cliwo\u015bci. <\/b>Wierzymy w zasad\u0119, \u017ce lepiej perfekcyjnie zadba\u0107 o wybrany obszar, ni\u017c kre\u015bli\u0107 szerokie plany, kt\u00f3rych nie uda si\u0119 zrealizowa\u0107 lub rozprasza\u0107 energi\u0119 na dzia\u0142ania, kt\u00f3re nie przynios\u0105 rezultatu. Pomagamy identyfikowa\u0107 stanowiska pracy, kt\u00f3re s\u0105 ju\u017c gotowe na przyj\u0119cie os\u00f3b z niepe\u0142nosprawno\u015bciami lub wymagaj\u0105 jedynie racjonalnych nak\u0142ad\u00f3w finansowych na adaptacj\u0119. Pomagamy wybra\u0107 konkretn\u0105 jednostk\u0119 biznesow\u0105 lub specyficzny rodzaj niepe\u0142nosprawno\u015bci, od kt\u00f3rych warto zacz\u0105\u0107. Ten krok po kroku pozwala organizacji \u201eoswoi\u0107\u201d temat i wyeliminowa\u0107 l\u0119k organizacyjny, zast\u0119puj\u0105c go dum\u0105 z tworzenia otwartego miejsca pracy. <\/span><\/p>\n<\/div><\/li>

  • <\/i><\/span>
    \n

    Bezpieczne i elastyczne wdro\u017cenie. <\/b>Nasz model opiera si\u0119 na siedmiu filarach \u2013 od audytu, przez edukacj\u0119, a\u017c po analiz\u0119 stanowisk \u2013 ale to Twoja firma dyktuje tempo. Nie narzucamy sztywnej chronologii. Mo\u017cemy jednocze\u015bnie pracowa\u0107 nad \u015bwiadomo\u015bci\u0105 Twoich zatrudnionych, kompetencjami kadr kierowniczych i audytem technicznym, czy analiz\u0105 lokalnego rynku pracy, dopasowuj\u0105c si\u0119 do dynamiki Twojego biznesu. Dzi\u0119ki temu wsp\u00f3lnie eliminujemy l\u0119k organizacyjny, zast\u0119puj\u0105c go profesjonaln\u0105 strategi\u0105 rozwoju talent\u00f3w, a Ty otrzymujesz pewno\u015b\u0107, \u017ce proces w\u0142\u0105czania pracownik\u00f3w z niepe\u0142nosprawno\u015bci\u0105 jest przemy\u015blany, etyczny i efektywny biznesowo. <\/span><\/p>\n<\/div><\/li><\/ul>

    Discover Our 7 Pillars of Conscious Employment of Persons with Disabilities Model<\/h2><\/div>

    Our 7 Pillars of Conscious Employment of Persons with Disabilities model was created to help employers grasp the entirety of the company’s activities in the area of disability. They do not have to be implemented linearly or chronologically, but can be undertaken in individual areas in different sequences, also in parallel \u2013 depending on the specific context. Our model is not a theory; it was created based on years of experience, numerous implementations, and lessons from successful and unsuccessful projects. See how you can work with us to effectively and confidently improve accessibility, eliminate barriers in employing persons with disabilities, adapt workplaces, and thereby increase the employment of persons with disabilities in your company. <\/span><\/p>\n<\/div>

    • <\/i><\/span>
      \n

      Accessibility. <\/b>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. <\/span><\/p>\n

      How can we help you?<\/b> <\/span><\/p>\n

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

        Attracting talent. <\/b>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. <\/span><\/p>\n

        How can we help you?<\/b> <\/span><\/p>\n

        We build a bridge between your company and the talent market, strengthening your image as an employer of choice.<\/span><\/p>\n

          \n
        • Local Labor Market Analysis:<\/b> Identifying the availability of competencies among persons with disabilities in your region.<\/span><\/li>\n
        • Communication Support:<\/b> Audit and design of inclusive recruitment campaigns.<\/span><\/li>\n
        • Stakeholder Relations Management:<\/b> Establishing and coordinating cooperation with institutions and foundations supporting persons with disabilities.<\/span><\/li>\n
        • Optimization of Agency Cooperation:<\/b> Implementing guidelines for recruitment service providers in the area of diversity.<\/span><\/li>\n
        • Support in Building EVP<\/b> \/ employee value proposition \u2013 creating<\/span> EB strategy<\/b> in the area of disability<\/span><\/li>\n
        • Training<\/b> for EB teams \/ communication<\/span> <\/li>\n<\/ul>\n<\/div><\/li>
        • <\/i><\/span>
          \n

          Open doors. <\/b>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). <\/span><\/p>\n

          How can we help you?<\/b> <\/span><\/p>\n

          We streamline employee hiring processes so that every candidate has a real and equal chance of employment.<\/span><\/p>\n

            \n
          • Employment Policy Audit:<\/b> Review of recruitment practices in terms of their accessibility and inclusiveness.<\/span><\/li>\n
          • “First Line” Training:<\/b> Workshops for reception, concierge, and security staff on professional service and communication with persons with disabilities.<\/span><\/li>\n
          • Training for HR, Recruiters, Hiring Managers,<\/b> and Teams \u2013 recruitment, biases, microinequities; awareness\/eye-opening sessions<\/span><\/li>\n
          • Designing Inclusive Onboarding:<\/b> Preparing dedicated employee introduction pathways to the organization, taking into account specific adaptation needs.<\/span><\/li>\n<\/ul>\n<\/div><\/li>
          • <\/i><\/span>
            \n

            Open people. <\/b>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. <\/span><\/p>\n

            How can we help you?<\/b> <\/span><\/p>\n

            We shape a culture of openness by providing knowledge, competencies, and tools to leaders and teams.<\/span><\/p>\n

              \n
            • Awareness Sessions and Workshops:<\/b> Educating all employees to break down stereotypes and build empathy (awareness sessions \u2013 <\/span>building openness and understanding)<\/span><\/li>\n
            • Development of Managerial Competencies<\/b> in managing diverse teams that include persons with disabilities.<\/span><\/li>\n
            • Competency Training<\/b> (e.g., collaboration, conflicts, microinequities)<\/span><\/li>\n
            • Information and Education Initiatives:<\/b> Preparing internal knowledge bases and materials promoting inclusive attitudes<\/span> (e-learning, microlearning, materials, response procedures)<\/span><\/li>\n<\/ul>\n<\/div><\/li>
            • <\/i><\/span>
              \n

              Inclusion in the day-to-day functioning of teams. <\/b>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. <\/span>. <\/span><\/p>\n

              How can we help you?<\/b> <\/span><\/p>\n

              We focus on the actual participation of persons with disabilities in company life and removing everyday barriers:<\/span><\/p>\n

                \n
              • Periodic Analysis of Process Barriers:<\/b> Monitoring the day-to-day functioning of persons with disabilities in teams and identifying bottlenecks.<\/span><\/li>\n
              • Designing Action Plans:<\/b> Creating specific corrective plans for emerging problems in relationships and processes;<\/span> designing implementation action plans.<\/span><\/li>\n
              • Team training \u2013 collaboration, communication, conflict resolution.<\/span><\/li>\n
              • Employee Network Support:<\/b> Consulting on creating and facilitating support groups and experience-sharing networks (ERGs, e.g., Ability Network).<\/span><\/li>\n<\/ul>\n<\/div><\/li>
              • <\/i><\/span>
                \n

                Support for people with disabilities. <\/b>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\u2014in a way that does not generate negative feelings among other team members or accusations of favoritism. <\/span><\/p>\n

                How can we help you?<\/b> <\/span><\/p>\n

                We design support systems that level the playing field while ensuring comfort and a sense of fairness throughout the team.<\/span><\/p>\n

                  \n
                • Consulting on accommodation: Designing personalized accommodations (flexible work arrangements, rehabilitation, career advancement paths).<\/li>\n
                • Designing “Equity” Solutions:<\/b> 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.<\/span><\/li>\n
                • Planning Development Paths:<\/b> Adapting training and development programs to the needs of persons with disabilities.<\/span><\/li>\n<\/ul>\n<\/div><\/li>
                • <\/i><\/span>
                  \n

                  Process coordination \/ strategy and management. <\/b>Conscious management focused on monitoring outcomes, maintaining and developing the business case, and advancing disability policies.<\/span><\/p>\n

                  How can we help you?<\/b> <\/span><\/p>\n

                  We provide professional data and policy management to ensure that inclusion is an integral part of your business strategy.<\/span><\/p>\n

                    \n
                  • Developing a Business Case: Preparing a business case for your company\u2019s policy on hiring people with disabilities.<\/li>\n
                  • KPI Systems and Performance Evaluation: Developing success metrics and tools to track the return on investment in inclusion.<\/li>\n
                  • Developing strategies, policies, and action plans in the area of disability<\/li>\n
                  • Research\u2014e.g., employee needs, accessibility levels, barriers, perceptions of disability, expectations.<\/li>\n
                  • Developing and updating procedures: Developing formal policies on hiring and diversity management.<\/li>\n
                  • Management Consulting: Strategic support for decision-makers in the long-term development of DEI initiatives.<\/li>\n<\/ul>\n<\/div><\/li><\/ul>

                    Does it sound complicated? Our <\/span>7 Pillars of Conscious Employment of Persons with Disabilities Model <\/b>structures the processes of including persons with disabilities in a systemic approach. We recommend this approach, while being aware that the largest organizations or those with mature diversity management systems can afford it. Therefore, do not wait until conditions arise in your organization for comprehensive implementation. Recall one of the key principles of our philosophy: “it is better to perfectly care for a selected area than to draw up broad plans that cannot be realized or to scatter energy on actions that will not bring results.” Start acting now! We will help you step by step transform your company so that it becomes accessible to every person, regardless of their ability. <\/span><\/p>\n

                    <\/span><\/p>\n

                    We invite you to cooperate!<\/span><\/p>\n<\/div><\/div><\/div>

                    W tym artykule:<\/p>\n<\/div>

                    <\/div><\/div>
                    <\/div><\/div><\/div><\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

                    Many employers employ or want to employ persons with disabilities, but they are often held back by key questions: “are we ready for this?”, “are we doing this right?”. A conscious policy of employing persons with various types of disabilities is a holistic process encompassing many spheres of organizational functioning. It is therefore no wonder that employers experience anxiety about making mistakes or overlooking important legal and organizational aspects. Our work model was created to transform this uncertainty into a professionally planned process, giving you and your team a complete sense of security and confidence that you have taken care of everything.<\/p>\n","protected":false},"author":14,"featured_media":12287,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[179,452],"tags":[236,466,467],"class_list":["post-12326","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-management","category-person-with-a-disability","tag-dei-en","tag-disability","tag-persons-with-disabilities"],"acf":[],"yoast_head":"\nHiring people with disabilities \u2013 how to do it right? Discover our proven model. - Diversity Hub<\/title>\n<meta name=\"description\" content=\"Discover practical DEI principles in adult education. 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