As we all work to create more diverse and equitable workplaces, employers are seeking to understand how they can ensure that anyone–regardless of characteristics or background–is able to succeed and thrive in their organisations.
One important characteristic to consider in your hiring and recruitment practices is disability. Having a disability can have a major impact on an individual’s experience of finding work, staying employed, and succeeding at work.
Here’s what you need to know about interviewing and hiring young people with disabilities.
Understand the law
First, it is essential to understand what the law says. As an employer, you have certain obligations and responsibilities.
Thanks to the Equality Act 2010, it is illegal to discriminate against employees or prospective employees on the grounds of a disability. A person is considered disabled under the Equality Act if all of these criteria are met:
- They have a physical or mental impairment
- The impairment has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.
- Impairment has a long term effect if it has lasted or is likely to last for more than 12 months. (In other words, short-term illnesses or injuries are not covered by this legislation.)
As an employer, you must not treat anyone less favourably because of an actual or perceived disability. This includes direct discrimination (e.g. not hiring someone or letting them go because they are disabled) as well as indirect discrimination (e.g. strict attendance policies that do not take health needs into account and lack of access to opportunities due to inaccessibility of location or materials.)
You also have a responsibility to provide reasonable adjustments to enable disabled employees to do their jobs with as few barriers as possible. Reasonable adjustments can include things like an amended work schedule, a quiet work space, the ability to work from home, or special assistive equipment.
If you have more specific questions about disability and the law at work, you should discuss them with a qualified UK employment lawyer.
Create accessible interview spaces and practices
When we talk about accessible spaces, people most often think of access for wheelchair users and those with limited mobility. This is important, but it is not the full picture. Instead, try to look at accessibility in a holistic way. As an employer looking to hire equitably, you will need to consider all the potential barriers disabled interviewees might face.
For example, you might:
- Choose a ground floor (or lift-accessible) interview room
- Ensure that pathways and corridors are clear, safe, and accessible
- Ensure that interview spaces are free from common sensory triggers such as loud noises and strong smells
- Provide a hearing loop system or sign language interpreter, if required
- Allow for the use of any assistive technologies interviewees require
- Provide materials in alternate formats (such as large print, Braille, or audio)
- Adapt assessments as necessary (for example, allowing for extra time)
- Offer accessible parking.
Avoid assumptions
Whether a job candidate has disclosed a disability or you are simply trying to create an inclusive environment for your hiring process, it is important to avoid assumptions. Do not assume you know what young people with disabilities need, what they can and cannot do, or how they feel.
People with disabilities are often subjected to these assumptions, even under the guise of trying to be helpful. They can come across as dismissive, patronising, and offensive even if you have only the best intentions. It is always better to ask someone what they need rather than to assume and get it wrong.
Be proactive about reasonable adjustments
Being proactive about offering reasonable adjustments helps to ensure that every candidate has what they need to excel when they interview with you. It also shows that you are a disability-friendly employer and helps to reassure job candidates that they will be welcome in your organisation.
When you invite a candidate for an interview, say something like this: “Please let us know if there are any adjustments you require to help make the interview accessible to you.”
Include disability in your DEIB strategy
Diversity, equality, inclusion and belonging (DEIB) refers to everything companies and organisations do to create workplaces that are free from discrimination and where everyone can be themselves. DEIB is incredibly important to many young people.
It is important to explicitly include disability in your DEIB strategy. This means:
- Proactively seeking to create accessible working spaces
- Creating inclusive and disability-friendly company policies
- Ensuring that disabled employees have access to all the same opportunities as their non-disabled counterparts
- Including disabled people in senior management positions, on interview panels, and so on
- Providing training on disability awareness and inclusion, including tackling unconscious bias.
Remember that not all disabilities are visible (or physical)
Many people carry preconceptions around what disability is and what a disabled person looks like. However, not all disabilities are visible. Just because you cannot see a person’s disability does not mean that it is not there or does not impact them.
Don’t forget that not all disabilities are physical, either. Mental health conditions (such as depression, anxiety, obsessive compulsive disorder, and personality disorders), neurodivergent conditions (such as autism and ADHD), and cognitive or learning difficulties all count as disabilities under the law.
To be truly inclusive, it is important to take an expansive view of disability that includes non-visible and non-physical disabilities.
Treat disabled people as people first
For many disabled people, their disability plays a significant role in thier life and how they move through the world. However, it is not all they are and it does not define them. Just like everyone else, young people with disabilities want to be treated with kindness and respect first and foremost.
Work With The Youth Employment Experts
Learn how to improve EDI within your organisation, and reach and attract a diverse group of young talent by using our expertise and resources.
Email members@youthemployment.org.uk or complete the enquiry form to find out more.
