Most employers are aware of the fact that, under the Disability Discrimination Act, they have a duty to make reasonable adjustments in order to ensure that disabled people are not disadvantaged at work. However, many do not know that this duty also applies during the recruitment process.

This means that employers should seek to comply with the duty throughout every stage of the recruitment process, from when they first advertise a position right through to the final selection procedure.

Rather than wait for a potential candidate to bring up the issue of disability equality, employers should be proactive and anticipate ways in which they can make the process more open.

While it is not possible to create a full list of all possible adjustments that employers could reasonably be expected to make, as this will depend on the nature of the position to be filled and the individual needs of candidates, a few suggestions that employers could bear in mind include:

• Posting job vacancies on websites that are designed to be compatible with screen-reading software used by visually impaired people.
• Ensuring that any interviews are conducted in easily accessible locations.
• Making an induction loop system available for any candidates that require hearing aids.
• Ensuring that the timing of the interview suits the candidate, for example, avoiding the need for the candidate to travel at rush hour.
• Arranging for a representative to meet the candidate if they are using public transport and accompany them to the interview room.

Employers should not make assumptions about the capabilities of a disabled candidate and what he or she may require in terms of reasonable adjustments. Employers should discuss any potential adjustments with the candidates themselves to ensure any steps taken are necessary and effective.

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