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).
Use essential vs. desirable columns clearly. Candidates self-screen heavily based on person specifications.
Stage 2: Advertising
Language
- Use clear, jargon-free language
- Avoid gendered language (tools like Textio or Gender Decoder can audit this)
- State explicitly: "We are an equal opportunities employer and welcome applications from disabled people. We will make reasonable adjustments throughout the recruitment process."
- For Disability Confident Employers: state your level and what the guaranteed interview scheme means
Platforms
Post on disability-specific job boards and networks:
- Evenbreak (UK) — disability-specific job board with 70,000+ registered candidates
- Disability:IN Job Board (US) — connects to candidates who have disclosed disability
- Remploy — DWP-funded supported employment provider with candidate database
- Blind in Business, RNIB, Deaf sector networks — for specific condition communities
Accessibility of Adverts
- Ensure job adverts and linked application pages are WCAG 2.1 AA compliant
- Offer alternative application formats (phone, email) not just online forms
- Ensure PDFs are tagged for screen reader access
Stage 3: Application
Application Forms
- Minimise length — long forms disadvantage candidates with fatigue conditions, concentration difficulties, and those who find writing effortful
- Do not require candidates to explain gaps in employment history (these disproportionately affect disabled people)
- Include an adjustments request field early: "Do you require any adjustments for this recruitment process? If yes, please describe."
Applicant Tracking Systems (ATS)
Many enterprise ATS platforms have significant accessibility issues:
- Test your ATS with a screen reader (NVDA is free)
- Audit for keyboard-only navigation
- Ensure form fields are correctly labelled
- Check that error messages are descriptive, not just highlighted in red
The Web Content Accessibility Guidelines (WCAG 2.1 Level AA) is the minimum standard. Under the European Accessibility Act (from June 2025), digital recruitment tools must comply.
Stage 4: Shortlisting
Blind Shortlisting
Remove names, addresses, and disability status from CVs before scoring. Research from BITC (2022) found a 23% increase in shortlisting rates for disabled candidates using blind shortlisting.
Structured Scoring
Score CVs against pre-defined essential criteria. Unstructured shortlisting reviews ("gut feel") are heavily influenced by bias.
Guaranteed Interview Scheme
Disability Confident Employers commit to interviewing any disabled candidate who meets the minimum criteria. Implement this by:
- Training shortlisters on what the guarantee means
- Flagging guaranteed interview candidates separately in the process
- Ensuring shortlisting criteria are consistent with job descriptions
Stage 5: Interview
Adjustment Conversations
When inviting candidates to interview, always ask: "Do you require any adjustments for the interview?" Provide specific options: "For example, adjustments could include extra time, a quiet room, interview questions in advance, a written exercise instead of a verbal presentation, or remote participation."
Interview Format
- Structured interviews (same questions, same scoring) reduce bias and are more accessible
- Sending questions in advance (24 hours) removes the test of improvisation; it does not favour any candidate over others
- Work sample tests are more predictive of performance than interviews and are often more accessible
- Allow extra time (typically 25% additional) for candidates who request it
- Offer remote participation as a default option
Assessors
Brief all interviewers and assessors on:
- Disability Confident commitments
- How to score using criteria, not impression
- How to handle visible disability (do not ask about it; focus on competencies)
Stage 6: Onboarding
The first 90 days are highest risk for retention. Key steps:
- Confirm adjustments before the first day — do not wait for the employee to raise them again
- Send written first-day logistics — where to go, who to ask for, what to bring
- Introduce the Workplace Adjustments Passport on day one
- Assign a buddy with explicit responsibility for answering practical questions
- IT setup: Ensure assistive technology is installed and tested before the employee arrives
- Structured 30/60/90 day check-ins with the line manager
Measuring Inclusive Recruitment
Key metrics:
- % of applicants who declare a disability (vs. % in the workforce overall)
- % of disabled applicants progressing at each stage (should not drop significantly vs. non-disabled)
- Offer rate by disability status
- Onboarding retention at 90 days by disability status
- Candidate experience survey — include disability-specific question
Sources: CIPD Neurodiversity at Work 2022, BITC Disability at Work 2022, Business Disability Forum Inclusive Recruitment Guide, Disability:IN Inclusive Recruitment Toolkit, ACAS Disability at Work