1. Accessible Job Postings

Ensure job postings are written in clear and inclusive language. Use plain language and avoid jargon or acronyms that may be unfamiliar to some applicants. Provide options for accessing job postings in different formats, such as plain text or accessible PDFs.

2. Equal Opportunities Statement

Include a clear equal opportunities statement in job postings and company policies to communicate your commitment to diversity and inclusion. Encourage applications from candidates of all backgrounds, abilities, and identities. 

3. Accessible Application Process

Make sure your online application process is accessible to all applicants, including those with disabilities. Consider providing alternative methods for submitting applications, such as email or phone/video, for individuals who may face barriers with online forms.

4. Reasonable Accommodations

Be prepared to provide reasonable accommodations for applicants and employees with disabilities during the recruitment process and in the workplace. This could include adjustments to the application process, interviews, or work environment to ensure equal opportunities for all.  Make sure you communicate this when recruiting too. 

5. Training for Hiring Managers/HR Recruitment team

Provide training for hiring managers and recruiters on inclusive recruitment practices and disability awareness. Equip them with the knowledge and skills needed to assess candidates based on their qualifications and potential, rather than making assumptions based on disability.

6. Flexible Work Arrangements

As of 6 April 2024 employees can make statutory requests for permanent changes to their contract from the first day of employment.  Recognising this and being proactive shows commitment to inclusion.  Offer flexible work arrangements, such as remote work options or flexible hours, to accommodate the diverse needs of your workforce. This can help employees with disabilities manage their work-life balance and contribute effectively to the team. 

7. Accessibility Policies and Procedures

Develop and implement accessibility policies and procedures that outline your commitment to creating an inclusive workplace. Ensure these policies are communicated to all employees and regularly reviewed and updated as needed.

8. Accessible Facilities and Technology

Ensure your workplace facilities and technology are accessible to employees with disabilities. This includes providing wheelchair ramps, accessible restrooms, screen readers, and other assistive technologies as needed.  Don’t forget Access to Work may be able to help you with any financial costs you may incur. 

9. Diverse Interview Panels

Aim for diversity on interview panels to minimise bias and ensure a fair assessment of candidates. Including individuals with disabilities and representatives from diverse backgrounds can help create a more inclusive interview process. 

10. Feedback and Continuous Improvement

Solicit feedback from employees and applicants on your recruitment and employment practices, particularly from individuals with disabilities. Use this feedback to identify areas for improvement and make ongoing adjustments to create a more accessible and inclusive workplace.

If you would like more help in making your recruitment process more inclusive, please contact us, we would love to help you!