Recruiting workers with a disability
UK and European Law has placed a duty on organisations to comply with equalities legislation and directives. UK Government commissions have researched, reviewed and amended legislation over many years to ensure that it is effective in achieving equal status, treatment and fairness for all the protected characteristics*.
This information concentrates in particular on the recruitment and retention process regarding people with disabilities. The disability duties include making reasonable adjustments, not to discriminate directly or indirectly, or to cause harassment. It is good practice to examine the recruitment process and identify potential barriers in the methods that are used to recruit.
Some people with disabilities are often unsuccessful in being selected for interview for a job without professional support. The difficulties they experience are in navigating quite robust recruitment procedures and overcoming ill-conceived preconceptions that some people have about people with disabilities. A simple and reasonable adjustment to the recruitment process and methods used could prevent discrimination, ensure compliance with legislation and provide the opportunity to recruit from a wider pool of available labour and talent.
*age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation.