Inclusive Hiring: Removing Barriers at Every Stage of Recruitment

Why Recruitment Is the Biggest Barrier

Many disabled candidates are screened out by the recruitment process itself — inaccessible forms, rigid assessments, unnecessary requirements — long before anyone tests whether they could do the job. Specialist job board Evenbreak reports that 82% of disabled candidates tell it they are less likely to apply for roles on mainstream job boards.

The talent is there. The process is often 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 the job does not actually need, which can exclude capable candidates who faced barriers in education.

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 and exclusionary language (language-audit tools can help)
• 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 members (UK): state your level and explain your commitment to offering an interview to disabled people

Platforms

Post on disability-specific job boards and networks:

• Evenbreak (UK) — a job board for disabled candidates that lists roles from inclusive employers
• Local supported employment providers and disability charities — many run job-matching services
• Condition-specific networks (for example blind, Deaf or neurodivergent communities) — for reaching specific talent communities

Accessibility of Adverts

• Ensure job adverts and linked application pages meet WCAG 2.2 Level AA
• 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 a free, open-source option)
• 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) at Level AA are the usual benchmark; W3C encourages using the latest version, WCAG 2.2 (content that meets WCAG 2.2 also meets WCAG 2.1). Note that the European Accessibility Act, which applies to listed products and to services provided to consumers after 28 June 2025 (such as e-commerce and consumer banking), is aimed at consumer-facing products and services rather than internal recruitment tools — but accessible recruitment is still required to avoid discrimination under equality law.

Stage 4: Shortlisting

Blind Shortlisting

Remove names, addresses, and disability status from CVs before scoring, so shortlisters assess skills and experience rather than personal details.

Structured Scoring

Score CVs against pre-defined essential criteria. Unstructured shortlisting reviews ("gut feel") are heavily influenced by bias.

Guaranteed Interview Scheme

In the UK, every Disability Confident level includes a commitment to offering an interview to disabled people. 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 (for example the day before) removes the test of improvisation; it does not favour any candidate over others
• Work sample tests show how a candidate actually does the work and are often more accessible than a traditional interview
• Allow extra time 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 few months are a critical period for retention. Key steps:

1. Confirm adjustments before the first day — do not wait for the employee to raise them again
2. Send written first-day logistics — where to go, who to ask for, what to bring
3. Introduce the Workplace Adjustments Passport on day one
4. Assign a buddy with explicit responsibility for answering practical questions
5. IT setup: Ensure assistive technology is installed and tested before the employee arrives
6. Structured check-ins at one, two and three months 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 three months by disability status
• Candidate experience survey — include disability-specific question

Sources: Disability Confident: how to sign up to the employer scheme (GOV.UK); WCAG overview (W3C); European Accessibility Act, Directive (EU) 2019/882; Evenbreak; NV Access — About NVDA