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Don’t avoid talking about disability – instead, be open, positive and welcoming. Use language that is as straightforward and easy-to-understand as possible.

Generally, you can’t ask any questions about health or disability unless it relates to a candidate’s ability to perform the core functions of the role.

Any services provided on your behalf should reflect the high standards for disability inclusion that your organisation maintains.

Working with specialist organisations can improve inclusion in your recruitment practices and help connect you with disabled people.

Testing and assessment must only be used to evaluate candidates’ ability to perform tasks that will be involved in the job.

You should be in regular contact with applicants and candidates about what the application process involves and to invite them to ask about adjustments.

It is important to talk positively and openly about the importance of disability inclusion and diverse workforces.

Make sure the interview venue or platform is accessible – tell candidates how to log in if the interview is virtual or let them know how best to get to the venue and what the journey inside the building will involve.

Don’t ask candidates to request adjustments. Tell every candidate what the process will involve and ask them if they want to discuss any changes to make the interview process.

Make sure your selection criteria and processes do not discriminate against disabled people – make them flexible and focused on the core competencies of the role.

AI can raise issues of disability inclusion – make sure that any AI you use has been checked thoroughly for any potentially un-inclusive tendencies.