Breaking barriers: How inclusive recruitment practices empower people with disabilities
24 Dec. 2025
Diversity and inclusion are more than buzzwords — they’re essential drivers of innovation, resilience, and growth. Yet, for many employers, one area that needs to be a key focus is supporting people with disabilities in finding and maintaining meaningful employment.
According to the latest UK labour market data, the employment rate for people with disabilities is significantly lower than for non-disabled individuals. This gap is often the result of systemic barriers in recruitment and workplace practices. The good news? Employers have the power to change this narrative.
Why inclusive recruitment matters
Inclusive recruitment isn’t just about compliance; it’s about unlocking potential. People with disabilities bring unique perspectives, problem-solving skills, and loyalty that can strengthen your organisation. Research consistently shows that businesses embracing disability inclusion outperform peers in productivity and employee
engagement.
However, traditional recruitment processes can unintentionally exclude disabled candidates. Job descriptions that overemphasise physical requirements, inaccessible application systems, and rigid interview formats are common obstacles. By addressing these, employers can tap into a wider talent pool and demonstrate a genuine commitment to equality.
Practical steps to create inclusive recruitment
Creating an inclusive recruitment process doesn’t have to be complex. You can get started with small, intentional changes. Here are four practical steps employers should consider to attract and support candidates with disabilities.
Audit your job descriptions
Avoid unnecessary physical requirements and jargon. Focus on essential skills and outcomes rather than how tasks are performed.
Ensure digital accessibility
Your careers site and application portals should meet accessibility standards (such as
WCAG). Simple changes — like adding alt text and ensuring compatibility with screen readers — make a big difference.
Offer flexible interview options
Provide alternatives such as video interviews, extended time for assessments, or allowing assistive technology during tests.
Train hiring managers
Equip your team with disability awareness training to reduce unconscious bias and build confidence in making reasonable adjustments.
Beyond recruitment: Retention and support
Inclusive recruitment is the first step, but sustaining employment requires ongoing support. Reasonable adjustments, such as ergonomic equipment or assistive technology, are often low-cost yet high impact. Creating a culture where employees feel comfortable disclosing disabilities is equally vital.
How Ingeus can help you become a disability confident employer
We work with businesses to break down barriers and build inclusive workplaces. As a Disability Confident Leader, we help employers:
- Find out how and why you could benefit from becoming Disability Confident.
- Get a full review of your systems and processes for inclusive recruitment and employment.
- Become Disability Confident Leaders once we’ve validated your self-assessments.
- Have access to free consultations whenever you have questions.
Becoming a Disability Confident employer isn’t just good practice — it’s good business. It signals to clients, partners, and employees that your organisation values diversity and inclusion. Another great thing about becoming Disability Confident? It’s free of charge!
Ready to take the next step? We’ve created a
practical guide to help you on your journey to becoming a Disability Confident employer.
Inclusive recruitment isn’t a tick-box exercise. It’s a strategic advantage. By removing barriers and embracing flexibility, employers can access untapped talent, boost innovation, and strengthen their reputation. With the right support, becoming a Disability Confident employer is achievable and Ingeus is here to help you make it happen.
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