Inclusive and accessible recruitment
According to GOV.UK, over 7.7 million people of working age in the UK are disabled or have a health condition. Aside from just being the right thing to do, hiring people with disabilities can bring additional skills and knowledge to the company you may not have thought of. They can offer varied perspectives and better represent your real, diverse audience.
In order to encourage people with disabilities to apply for roles, your recruitment process must be inclusive and accessible.
Write a clear and concise job description
Choose a job title that clearly explains the role so people can easily find it. You must ensure that your description is written in plain English and lists the tasks involved. Avoid using jargon or industry specific terms when writing your description.
Include information about the work environment and any physical tasks that may be required. You must also disclose any accessibility issues in the workplace, such as no lift.
If you offer any inclusive benefits, such as flexible working or healthcare schemes, make this clear in the description.
Make your job advert accessible
Once you’ve written your job advert, you must make sure it is available in accessible formats.
If you have a careers website, ensure the website meets WCAG 2.2 standards so people with disabilities are able to access it.
If you are posting a Word document or PDF of the job advert, the document must also be accessible so people using screen readers can access it. You should also make sure applicants can access the information in alternative formats such as audio, braille, and large print.
Create a flexible application process
Job applications can often contain a long list of questions, or timed tests. This may be difficult for some people with disabilities to complete, which may lose you talented candidates.
It is important to allow people to apply in alternative methods. Some people may find it easier to provide a video or audio resume. You must make sure to remove any barriers that could stop a person applying for the role.
Make the interview accessible
Before the interview, ensure you ask the applicate if they have any access requirements. Some candidates may feel more comfortable with a remote interview rather than meeting in-person.
Offer a range of times for the interview so the candidate can choose the most appropriate time for them, for example not travelling during rush hour.
As with the application process, avoid any timed tests. These can be unintentionally biased against people with certain disabilities. Think about alternative ways for the candidate to demonstrate their ability for the role, such as completing a small project with plenty of notice before the interview.
Sharing interview questions 24 to 48 hours beforehand is a great way to give the candidate time to think about their relevant skills and experience, rather than just what they can remember on the spot.
Be aware of reasonable adjustments
You must ask all applicants if they require any reasonable adjustments. People with disabilities have the right to ask for changes to job interviews and tests to accommodate them. Examples of reasonable adjustments include:
Information provided in accessible formats (this should be done already)
Allowing a supporter to attend the interview
A British Sign Language interpreter
More time to complete assessments
Asking for interview questions in advance
Become a Disability Confident employer
The UK Government’s Disability Confident employer scheme supports employers to hire people with disabilities and create a more inclusive workplace. It lets everyone know that you’re serious about equal opportunities for disabled people. Find out more about becoming a Disability Confident employer.
Remember, it is against the law to treat someone less favourably because they are disabled.
