Inclusion is not charity: the business case hiding in your hiring process
What if the most overlooked talent pool in staffing also happened to have four times better retention than traditional hires?
Lisa Doyle, President and CEO of Galt, brings 30 years in the Human Capital space, including senior leadership at ManpowerGroup and Kelly, to a mission she spent her whole career preparing for without knowing it. She tells hosts TJ Sehmi and Mindy Gulledge that disability talent is not a charity hire, it is a competitive advantage that most organizations screen out before a single capability is evaluated.
Lisa walks through Galt's full placement model: sourcing exclusively from community partners with high concentrations of disability talent rather than job boards, running the IRIS psychological assessment to measure attributes like grit and self-confidence before placement, and delivering one-on-one coaching that continues after placement and expands to include hiring managers. The result is that managers who start skeptical frequently end up as the talent's loudest internal advocates, running the halls to find them new roles when an assignment ends.
Topics discussed:
Skills-based hiring: 25 years ahead of the trend
Why disability talent is screened out before capabilities are discussed
IRIS assessment and pre-placement coaching model
Sourcing from community partners, not job boards
Four times better retention in client results
Coaching hiring managers alongside placed talent
AI bias risks and human guardrails in inclusive systems
Anyone can become disabled: building inclusive from the start