PRISM Hiring Guide Notes

PRISM Hiring Guide

Objectives

  • Inclusivity: Aim for an inclusive workplace for people with disabilities (PWD) across APAC.

Scope

  • PWD Hiring Playbook covering practices relevant to people with disabilities.
  • Emphasizes that diverse perspectives contribute to better outcomes, encapsulated in the saying "Great minds don't think alike."

Agenda

  1. APAC Nuances
  2. PWD Journey & Best Practices from Japan
  3. Accommodation Requests
  4. Region-wise Points of Contact (POC)
  5. Building Inclusivity

Country-Specific Insights

Hiring Statistics & Processes

  • Japan

    • Priority: P0
    • Quota: Yes
    • Talent Availability: 60% Cognitive, 40% Physical
    • Interview Process: CV Screening, Office Trial (1-2 days), 2 hires planned for 2024.

  • Bangladesh

    • Priority: P2
    • Quota: Yes
    • Talent Availability: 70% Physical, 30% Cognitive
    • No hiring process initiated yet.

  • Philippines

    • Priority: P2
    • Quota: Yes
    • Notable disability categories: Hearing and mobility impaired.
    • 49% workplace accessibility reported.

  • Sri Lanka

    • Priority: P2
    • Quota: Yes
    • Current process not started.

  • Taiwan

    • Priority: P0
    • Soft quota in place, no talent availability noted yet.

  • India

    • Priority: P1
    • Quota: No
    • 80% of talent with physical disabilities.

  • Australia/New Zealand

    • Priority: P2
    • Quota: No
    • 77% Cognitive, 23% Physical.

PWD Journey

  • Initial Steps:

    • HRBP and facility managers need to understand role requirements for disability accommodations.
    • Collaborate with hiring managers to identify suitable candidates.

  • Candidate Sourcing:

    • Source candidates from job boards.
    • Engage with local agencies focused on disability inclusion.

  • Recruiter & Manager Sensitization:

    • ETA for Recruiter sensitization: 3 days
    • Hiring Manager team sensitization: 5 days
    • Accommodations requests processing during interviews: ETA 5-7 business days.

Accommodation Requests Process

  1. HR to raise a ticket with an attached accommodation request form.
  2. Manager ensures the implementation of approved requests.
  3. Employee starts their journey post validation.
  4. Important roles: IT, EHS, Facilities, Legal, and Manager must all validate requests.

Types of Accommodations

  • Personal/Assistive Devices:
    • Examples include hearing aids, specialized computer equipment.
  • Facility Adjustments:
    • Modified workstations, reserved parking, and signage.
  • Work-related:
    • Changes in work hours, dedicated training for retention, and professional reconversion opportunities.

Examples of Necessary Accommodations

  • Accessibility features in the workplace (ramps, ergonomic furniture).
  • Adjustments to workflows, such as flexible hours or remote work options.
  • Support structures such as psychologique support and health services.

Contact List for Support Functions

  • HRBP and People Partners:
    • Multiple HR contacts for regions listed for point of contact effectiveness.

PRISM Champions

  • Designated champions serve as subject matter experts and facilitate awareness around the PWD hiring program.

Workshop on Disability Inclusion

  • A workshop for D&I (Diversity and Inclusion) focusing on the nuances of including individuals with disabilities in the workplace, tailored especially for managers.

Conclusions

  • The PRISM Hiring Guide aims to integrate diverse talents from various disability backgrounds, promoting a culture of inclusivity and support across Uber's locations in APAC.