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As we start off the second year of the coronavirus pandemic, businesses in some sectors are still fighting for survival while others are growing. The pandemic crisis will end eventually. The world will bounce back. Just like it did a century ago at the end of the Spanish Influenza. Coming out of this pandemic, business growth will be rooted in your recruitment strategy.

The global coronavirus pandemic has rapidly changed the workplace; swiftly broken down some myths and misconceptions about disability that have lingered for decades; smashed some perceived barriers to employment for people who have a disability; and sparked more conversation about the business benefits of inclusive hiring.

As we covered in part one of this series, disability inclusion, or disability-inclusive hiring, is a powerful thing. It’s a practice that has a lot of business benefits when it’s approached the right way — intentionally, that is. One of the key steps — the first, arguably — is making sure disability is included in the diversity and inclusion (D&I) conversation and strategy for your business.

Sometimes people forget about the power of language and the unconscious bias everyone has — even if they don’t think they do. In employment and the workplace, as the University of North Carolina Kenan¬¬–Flagler Business School has noted, unconscious bias “can stymie diversity, recruiting and retention efforts, and unknowingly shape an organization’s culture.”