IRELAND’S TOURISM SECTOR is essential not only to Ireland’s reputation, but its economy, employment levels, and communities.

It’s important that such a vibrant sector reflects the diversity that shapes modern-day Ireland, and tourism employers are becoming more inclusive in their hiring practices to the benefit of employees, the business, and visitors.

We asked an expert from the National Learning Network, who provide opportunities to some of the marginalised members of our society, to answer the most pressing questions facing businesses in Ireland’s tourism sector who wish to improve their hiring practices with respect to diversity.  

Laura Bowen is an instructor at the National Learning Network, an organisation which offers flexible training courses and support services for people who will benefit from specialist support.

What are the essential things recruiters and employers must bear in mind with respect to inclusive hiring practices?

There are many things employers can do to improve their processes when it comes to diversifying their hiring practices. Employers should adopt assessments that identify a candidate’s potential and strengths rather than relying on traditional tests that favour certain educational backgrounds.

Similarly, companies should offer opportunities for work experience placements. Have dedicated workplace mentors to give people opportunities to practice skills in the workplace and get constructive feedback. You might meet some of your highest achieving future employees this way.

When it comes to setting job descriptions, focus on what the role requires in terms of strengths, rather than listing rigid qualifications. Describe the behaviours and attributes that would lead to success. Describe what has to be achieved, rather than how it must be achieved.

Hiring managers can also be equipped with tools and strategies to recognise strengths in diverse candidates, avoiding unconscious biases that prioritise traditional markers of success. Provide training that support hiring managers to be disability confident in their language and how they approach putting job accommodations in place working with the person. 

Find information on these, and other recruitment supports in Fáilte Ireland’s recruitment toolkit.

How do inclusive hiring practices benefit all stakeholders, including organisations, employees, and tourists?

Companies that prioritise inclusion are more likely to design products and services that accommodate a diverse range of needs. This can lead to more accessible tourism offerings, such as hotels, transportation, and activities designed with inclusivity in mind. Tourists of all abilities can benefit from experiences that are more adaptable and welcoming. Having disabled employees lead and share their lived experience is the best way to embed inclusion and accessibility in day-to-day-operations. 

Inclusive hiring fosters a culture of acceptance and belonging, making employees feel safe to express their ideas and concerns. This inclusive environment leads to higher employee well-being, fostering more cohesive teams and improved job satisfaction. A culture of acceptance and belonging amongst teams can only be positive to promoting awareness and acceptance as we welcome people to Ireland and into our businesses.

Inclusive hiring widens the pool of potential candidates, helping companies access a broader range of talents and skills. By not limiting hiring to traditional criteria, companies can tap into valuable skills, including those that individuals with disabilities may offer, which can lead to better overall performance.

What are the common trends you see among recruiters and employers when it comes to hiring people who have a disability, either positive or negative? Are there common mistakes or failings?

Companies are making deliberate efforts to incorporate diversity, equity, and inclusion into their hiring practices. This includes hiring people with disabilities as part of broader DEI strategies. Companies are realising the value that diverse perspectives bring and are working to create more inclusive recruitment processes. Authentic involvement of disabled people through Employee Resource Groups is also a very positive indicator of change and ensuring lived experience of disability shapes companies of the future. 

More recruiters are adopting accessible recruitment technologies and practices. This includes using assistive technology in interviews, offering application materials in various formats, and making job descriptions accessible online. Additionally, virtual interviews have become more common, allowing flexibility for candidates who may have mobility or health challenges.

There are great opportunities for companies to link with Disabled People Organisations and education and training providers that support people to get jobs and develop careers such as National Learning Network. Active partnership with employers is a great way to connect talented disabled people to real job opportunities. These partnerships not only provide access to a wider pool of talent but also help recruiters better understand the needs of candidates with disabilities. 

Employers sometimes mistakenly assume that accommodations for employees with disabilities will be too expensive or complicated to implement. In reality, many accommodations are low-cost or even free. However, this misconception can lead to hesitation in hiring or providing the necessary support for candidates.

It should also be noted that inclusive hiring alone is not enough; employers must also foster an inclusive culture where employees with disabilities feel supported and empowered. A lack of disability-friendly policies, awareness programmes, or internal support networks can create an environment where employees with disabilities struggle to thrive in their careers, even if they are hired.

While progress is being made toward more inclusive hiring practices for people with disabilities, many challenges still remain. Employers must move beyond compliance and focus on creating accessible, bias-free, and supportive recruitment processes. Ensuring that job descriptions, recruitment practices, and workplace environments are fully inclusive is crucial to tapping into the full potential of candidates with disabilities and building a truly diverse workforce.

What is the positive impact on an organisation of having diversity at the management level?

Employees who see diversity at management level are more likely to feel included and represented, which boosts morale and engagement. It signals that the organisation values diverse perspectives and provides opportunities for advancement for all. This leads to higher job satisfaction, stronger loyalty, and lower staff turnover rates, which can significantly reduce recruitment and training costs.

A diverse team at management level is also better equipped to understand and connect with a diverse customer base. This allows the company to design products, services, and marketing strategies that resonate with different segments of the population. By aligning the management’s diversity with the diversity of the market, companies can better serve customers and tap into new markets.

A company with a disability inclusive workforce is often viewed as forward-thinking, socially responsible, and inclusive. This enhances its reputation among customers, partners, and the general public. It also positions the company as an attractive employer for top talent, especially for people who value diversity and inclusion and consider this as a deciding factor in where they want to work. 

If an organisation does not know about best practice in this respect, what resources are available to them?

Contact your local Intreo Office to help you access grants and supports, to enhance your inclusive employment practices. Reach out to a National Learning Network, there is one in every county and we can connect you with talented jobseekers with disabilities.

If you want to find out more about building stronger and more inclusive workplaces, find out more here.

Discover exciting career opportunities in tourism, visit tourismcareers.ie.