Accessible hiring practices for welcoming disabled graduates into the workplace

Diane Lightfoot

CEO, Business Disability Forum

Learn why it is important for employers to welcome disabled graduates into the workplace if they want to tap into the talent and skills they offer.

Research conducted by Business Disability Forum amongst disabled graduates found that 64% had found it difficult or very difficult to apply for a job. Key reasons included inaccessible application portals and recruitment assessment centres. Many also commented that assessments were not always relevant to the role they were applying for.

Ensure accessibility throughout hiring

To attract disabled graduates, accessibility needs to be considered throughout. Application processes need to be tested to make sure everyone can access them. Interviews, assessments and skills testing need to be relevant to the role. A day-long assessment may show that the person is good at assessments but is unlikely to reflect the day-to-day working environment. Adjustments should be offered to every candidate throughout the process.

To attract disabled graduates, accessibility
needs to be considered throughout.

Address post-hiring disability support

Barriers exist, however, even when a job has been secured. Over half of disabled graduates expressed not feeling prepared to talk to an employer about their disability or not knowing which adjustments may be reasonable and practical for their employer to implement. The research also found that a quarter of disabled graduates had adjustments at university that they could not transfer to their jobs.

For employers, it can be equally difficult to know how and when to ask about adjustments. There are some very specific exceptions, but, in general, a candidate should not be asked about any disability or health-related questions prior to being offered a job. In all cases, employers should check on any support or adjustments a person may need before they start the role. This should be discussed with all starters. You could simply ask: “What do you need to work at your best?”

Ongoing support and adjustments needed

If you need to ask about a person’s disability once they are in the role, make sure you explain why you are doing so. Find out about any adjustments that the person has had in higher education. Be honest with the new starter about any adjustment that may need to be altered for the workplace and explain why. Work together to find alternatives that meet everyone’s needs.

Once adjustments are in place, check in regularly with the new starter to ensure adjustments are working. Some disabilities and health conditions can change and fluctuate, so talking about adjustments must be an ongoing conversation.