Top Tips - Recruiting disabled people

If you are interested in recruiting great staff, Pluss would love to arrange to meet with you.

In the meantime, take a look at Pluss' Top Tips to help you recruit disabled applicants with confidence.

Do...                                                                                

1. Do ask whether someone has the skills and experience to do the job.
Of course, you will need the successful applicant to have specifc skills, experience or qualifications. In order to get the best person, design your questions around exactly what you need to get the job done well. 

 
2. Do make reasonable adjustments.
Remember that you must make reasonable adjustments for disabled applicants to remove barriers that non-disabled people would not face in doing the job. During the recruitment process this could be accepting information in alternative formats or carrying out interviews in an alternative way. Read more on 'What is reasonable?'

Reasonable adjustments are rarely expensive - it is often just about doing things in a different way. Where costs are incurred, you may be able to recieve financial help from Access to Work.


3. Do consider treating a disabled person more favourably.
Equality Law allows you to treat a disabled person more favourably than a non-disabled person. The law has been designed this way to recognise that disabled people face significant barriers in getting work. It is called Positive Action.

For example, you can advertise a job as being open only to disabled applicants or you can say in an advert that you are encouraging disabled people to apply for a job.


4. Do consider applying for the '2 ticks' positive about disability symbol.
The 'two ticks' positive about disability symbol is awarded by Jobcentre Plus to employers who have made five commitments to employ, keep and develop the abilities of disabled staff.


5. Do tell applicants in advance if they will be expected to take a test.
Give them an outline of what will be involved and ask whether they require any reasonable adjustments.

Don't...

1. Dont ask questions about health before offering a job.
Generally speaking, you should not ask any job applicant about their health or disability until the person has been offered a job. This includes sending a questionnaire about health or asking about sickness absense before you have offered them the job. No-one else (such as an occupational health practitioner) can ask these questions on your behalf either.

You can ask questions to find out if a job applicant has any specific requirements to take part in the recruitment process. For example, It would be good to state the following in an advert or covering letter ' Please contact us if you need information in a different format' or 'Please contact us if you need us to make any adjustments for your interview.'


2. Avoid unnecessary requirements that could discriminate.
When recruiting try to focus on what you need to get the job done. The inclusion of unnecessary or minor requirements could discriminate against disabled people by stopping them applying.

For example, an employer specifies that a 'driving licence is required' for a job which involves limited travel. The  applicant has no driving licence because of their visual impairment. They are otherwise the best applicant for that job and could easily do the travelling needed other than by driving. It would be better to specify 'ability to travel' as part of the job.

3. Don't state or imply that a job is unsuitable for disabled people.
Never state or imply in an advert that the job will not be suitable for disabled people. You should also not state or imply that reasonable adjustments can not be made.

At interview, don’t ask questions which may suggest that you have already decided they are the wrong person for the job because of their disability. For example, saying ‘Don’t you think this job would be too physical for you?’ Try and ask questions which relate to directly to the job.


4. Don't make assumptions
Try not to make assumptions about what type of person you think will be able to do a job. Someone with a disability can be physically very fit and strong, and highly intelligent and articulate. Making assumptions might mean you exclude people just because of their disability, which would be the wrong approach.


5. Never refuse to interview an applicant
It may sound obvious, but never refuse to interview an applicant because when they arrive you discover they are disabled. Dont change the way you interview them either by cutting the interview short or not testing them in the same way as other applicants (unless the change to the interview is a reasonable adjustment).

You will find a wealth of employer information on the Equality and Human Rights and Employers Forum on Disability websites.

Dont forget, you can also contact our Employment Bureau for information and advice.