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 trendWhy disability talent is screened out before capabilities are discussedIRIS assessment and pre-placement coaching modelSourcing from community partners, not job boardsFour times better retention in client resultsCoaching hiring managers alongside placed talentAI bias risks and human guardrails in inclusive systemsAnyone can become disabled: building inclusive from the start