Last reviewed: 22 June 2022
- Recruiters and hiring managers need to be trained on how to avoid discriminating against disabled people.
- Everything they do – from writing job adverts to selecting candidates – can be done in ways that make it easier for disabled people to apply and be successful.
- Contact BDF for more information about your organisation’s specific training needs.
Why do recruiters and hiring managers need training?
Everyone involved in recruitment must be able to anticipate barriers to disabled applicants and candidates and remove them where they can. They must also be able to recognise where adjustments can be made and make preparations for their use if needed.
Your organisation also has legal obligations to avoid discrimination against disabled people in your recruitment processes, and your recruiters and hiring managers must know how to do this to avoid legal liability and so that you hire the best people for your organisation..
What do they need to know?
Advertising and planning recruitment
Colleagues who plan the recruitment processes must be able to identify barriers that could prevent disabled applicants and candidates from applying or being successful with their application.
For example, they should be trained how to spot accessibility issues in interview or assessment venues candidates will be asked to visit. Our ‘Premises accessibility checklist‘ is a good place to start when checking for accessibility issues.
For another example, they should also know what language to use and avoid in job adverts. Colleagues who are writing and sharing job adverts must avoid language that discourages or discriminates against disabled candidates. An example might be specifying that the successful candidate must have a clean driving licence if it is possible to carry out the job role using public transport.
Applications
There are many things on a job application that could count against an applicant, but these can often be related to a disability. Consequently, recruiters and hiring managers who are reading, sifting and shortlisting applications should receive training to be aware of these and how to tell if they are actually a shortcoming on the part of the applicant.
For example, some disabled applicants may have had periods out of work due to ill-health, and this should not be counted against them. As another example, disabled candidates may be more likely to appear over-qualified, as they may have experienced discrimination in the past and so apply for jobs that they feel more confident they could get. This should also not count against a disabled candidate.
Training is an essential way of making sure disabled candidates are not discriminated against in the sifting and shortlisting process, and they are treated fairly.
Interview
Colleagues who are interviewing candidates should receive disability awareness training. This can allow them to interpret accurately language and body language that some disabled candidates may use, and which could be easily misinterpreted without the training.
For example, a candidate with hearing loss may appear to be avoiding eye contact because they are lip-reading. Some autistic candidates may also use less eye contact, and interviewers should be trained to be aware of this so they can interpret it correctly.
Interviewers also need to know what they can and cannot ask about health and disability. It can be unlawful or discriminatory to ask questions about certain topics. For more information about what interviewers can and cannot ask, refer to our resource ‘Can I ask candidates questions about disability?’
Read next
- Premises accessibility checklist
- Can I ask candidates questions about disability?
- When to ask for information about adjustments
© This resource and the information therein are subject to copyright and remain the property of the Business Disability Forum. It is for reference only and must not be copied or distributed without prior permission.
If you require this resource in a different format, contact enquiries@businessdisabilityforum.org.uk.