Inclusive Hiring: Removing Barriers at Every Stage of Recruitment

Why Recruitment Is the Biggest Barrier

Research consistently shows that disabled people are more likely to be screened out of job applications than to fail in the role itself. The CIPD's 2022 survey found:

• 44% of disabled jobseekers have faced barriers when applying for jobs
• 29% withdrew from a recruitment process because of inaccessible elements
• Only 12% of employers proactively contacted to discuss adjustments before assessment stages

The talent is there. The process is the problem.

Stage 1: Job Design

Before writing the job description, ask:

• Does the role require physical presence full-time? If not, say so. Hybrid/remote significantly expands the talent pool for disabled candidates.
• Are all the listed requirements truly essential? "Must have a driving licence" is legitimate for field sales; it is not legitimate for a desk-based role.
• Does the qualification requirement match job needs? Many roles list degree requirements that are not predictive of performance, and that disproportionately exclude disabled candidates (who have lower degree attainment rates due to educational accessibility barriers).