If he could walk, we would hire him...

How is the topic of inclusion in German companies? An experiential report takes a look behind the scenes and highlights problems, opportunities, and possible solutions. Coincidentally, we meet in the city. Just over four months ago, I quit my job as a stock analyst at a private bank, and now I am facing the HR manager of that private bank. We parted ways "amicably" and discuss the current status of my self-employment and the current topics in banking operations. Towards the end of the conversation, memories of my past job interview come up. The HR manager leans towards me and says, "Do you even know, Mr. Wächter, that despite your great application, we almost didn't hire you back then?" "No, why?" I reply. "The board had strong concerns due to your paralysis. Illness, difficulties in case of termination, and necessary structural changes worried him. I finally asked him: 'Would you hire Mr. Wächter if he had been able to come to the interview on foot?'" the HR manager tells me. A statistic that fits into this picture is provided by the Inclusion Barometer 2023. Because only 39% of employers in Germany meet the legal requirements regarding the number of employed persons with severe disabilities. Penalties are preferred over compliance. Why is that? What could solutions look like? What advantages does inclusion bring? It's about attitude: In my particular case, I was the first employee with a physical disability in the private bank. When there is a lack of experience, we humans tend to resort to prejudices. True to the motto: Condemning is easier than assessing. What prejudices come to mind about wheelchair users? However, these prejudices often lead to such a one-sided conversation and inaction. Therefore, inclusion is above all: an attitude! If one approaches the topic openly and with interest, a different dynamic arises compared to narrow-minded behavior. Team chemistry in a whole new way: "Sebastian, I actually have no experience with wheelchair users so far. Could you please tell me what you need and how I can possibly help you?" This open and sincere statement came from one of my new colleagues in portfolio management and pleasantly surprised me. At the same time, I wondered, "How often is such a question asked to a team colleague without a handicap?" It is precisely this change in perspective that promotes good cooperation and unfortunately rarely happens. Because we often project ourselves onto others, with the corresponding consequences such as misunderstandings, dissatisfaction, and conflicts. Inclusion can be a crucial element to promote this change in perspective. Inclusion is not a one-way street: A large part of the success in employing a person with a disability also depends on the employee themselves. Above all, openness and clarity regarding what one is capable of, where difficulties may arise, and in which areas help is needed are crucial. Ultimately, this is again a relationship between the employer and the employee, to which both parties contribute to its success. An entitlement mentality is the wrong approach here, from both sides, incidentally. Ultimately, the question posed by the HR manager described at the beginning, namely 'Would you hire Mr. Wächter if he had been able to come to the interview on foot?', was crucial in prompting a change in mindset among the board. Instead of confirming the prejudices, the collaboration over four years was quite successful, for both sides. This applies not only to people with disabilities... How many LGBTQ+ employees do you have in your company? Or people of color? Or foreigners? Or women? And can you afford to continue to exclude collaboration with "others"? I am happy to support if you want to counteract this.