UK Disability Guidelines
Information for Employers and Recruiters
As part of our commitment to improving diversity in the workplace, we provide organisations with tools and information to help them recruit and retain disabled talent.
This section of our website gives guidance to UK based employers who use assessments in recruitment or employee development. All recommendations are best practice suggestions and need to be tailored to the individual candidate. If there is any uncertainty you should always seek independent legal advice.
If you have been asked to take an assessment as part of a recruitment or development process, please contact the organisation concerned for more information.
It is every employer’s responsibility to consider whether a disabled candidate is disadvantaged in a selection process and what reasonable adjustments to the process, if any, can be made. Candidates should themselves be given an opportunity to say what adjustments they might need. The more information you have, the better you will be able to use our guidance to choose the most appropriate adjustment(s).
We can help you to make adjustments to our tools and assessments but it is your responsibility to identify the disabled candidate’s requirement, and the most appropriate adjustment to reduce his or her disadvantage.
- Plan ahead – what are the accommodations likely to be for disabilities that affect the assessment process (such as vision impairment and emotional disabilities like OCD, ADD, etc.)?
- Communicate – express your commitment to equal access, a fair selection process and invite the candidate to discuss their disabilities and potential accommodations with you
- Educate – make sure you know how to translate the information into the appropriate accommodation using the required “interactive process.”
- Prepare – have a process ready to put the accommodations in place
- Support – know where to go for help