Being a disability confident employer
Disability Confident is a UK government voluntary scheme set up to support employers to recruit and retain disabled talent.
Blog – What do we mean by “best”?
When recruiting, we are wisely advised to focus on finding the best person for the job. But what do we mean by best?
Blog – #ShowNotTell
Once you have determined the skills you are looking for in role, how do you find that elusive “best” candidate? The answer, more often than not, is NOT the traditional panel interview.
Inclusive job design
Inclusive job design benefits both disabled candidates and organisations by ensuring that the right person for the role applies for the job.
Blog – Co-creating ‘people-shaped’ jobs
“Co-creating” good jobs is when employer and employee work together to create a job role that meets both their needs.
Can we ringfence jobs for people with specific disabilities?
Ringfencing – also known as ‘positive discrimination’ – can be lawful if you ringfence roles for disabled people in general.
Training recruiters and hiring managers
Recruiters and hiring managers need to be trained on how to avoid discriminating against disabled people.
Deciding how to recruit for a role
The recruitment process should be tailored to the role you’re recruiting for – don’t use the same process for every role.
Designing inclusive tests and assessments
Make sure you only test the skills and knowledge that are essential for the role.
Essential and desirable criteria
Separating criteria into ‘essential’ and ‘desirable’ is important to let candidates – and yourselves – know what you will need to assess.
Attracting disabled applicants
Disabled people will base their decision on whether to apply on how your organisation presents itself – make sure your organisation is welcoming and positive about disability.
Standardised application forms – Inclusive design and adjustments
Standardised application forms can discriminate against disabled people if not designed in an inclusive and flexible way.