Recruitment practices can create barriers that not only limit access for candidates with disability but may also limit hiring managers' ability to recognise diverse strengths, skills and perspectives.
For example tests measuring visual skills, short term memory and social interaction may disadvantage some candidates as they may test the same attributes that are impacted by their disability.
Reasonable adjustments must be made for a candidate with disability if requested unless changes will cause unjustifiable hardship. In most cases the candidate will be able to tell you what is needed to support them.
Adjustments to the assessment process may include:
- organising an alternative assessment
- changing the interview location or time so it is accessible for the candidate or arranging an online interview
- accommodating an assistance animal, support person or AUSLAN interpreter
- providing information in alternative formats such as screen reader compatible formats or Easy Read and allowing candidates to bring to the assessment their assistive technology.
At the end of the assessment and selection phase it is important to consider your approach to notifying candidates if they are successful or not. Constructive feedback that clearly explains the reasons for a decision can help to empower and build the confidence of people with disability who may have experienced barriers to employment.
What actions can I consider?
- Understand the types of questions you can and cannot ask when interviewing people with disability.
- Read the tips for accessible interviewing.
- Provide clear information about the assessment format in the application pack to help candidates identify adjustments they may require.
- Ask all candidates at different points during the recruitment and selection process whether they require any adjustments including during the job application stage, when shortlisted for further assessment and before appointment.
- Partner with your human resources team to make reasonable adjustments to assessment and selection processes.
- Adopt a flexible approach, recognising that some candidates may have gaps in their education and/or employment. Consider transferable skills, diversity of thought and willingness and/or ability to learn on the job.
- Include a person with disability on the selection panel. This person may be a staff member or a representative with lived experience from a disability advocacy organisation or employment service.
- Consider making adjustments more universal such as providing the interview questions a day in advance to all candidates.
- Consider your approach to providing feedback to successful and unsuccessful candidates.
Where can I learn more?
- Manage unconscious bias
- Workplace adjustments for people with disability
- JobAccess – Interview and selection process
- Australian National University – Interviewing candidates with different types of disabilities
- JobAccess – Neurodivergence and the workplace
- Australian Human Rights Commission – Creating accessible and inclusive communications
- IncludeAbility – Hosting accessible and inclusive in-person meetings and events
- IncludeAbility – Hosting accessible and inclusive online meetings and events
