At Outsource, we believe in putting people first. That means ensuring that our recruitment processes are accessible to everyone. This, in turn, attracts a wider talent pool giving our customers access to more candidates. We understand that traditional recruitment methods may not be inclusive. This is why we took the Disability Confident pledge to make the necessary changes and commit to creating a fair opportunity for people who are disabled.
To ensure our recruitment process is accessible we have taken several steps to accommodate individual needs.
Ensure accessibility and inclusivity in the hiring process
- Preventing discrimination by using anonymised CVs.
- Creating accessible job advertisements – make them easy to read with a simple font.
- Providing information in alternative formats (such as large print).
- Allowing applications in various formats (such as electronic).
- Take the time to comprehensively review applications from people with a disability to ensure that you have given them a fair opportunity to be the best person for the job.
Make sure your vacancies are visible and attract diverse applicants
- Advertise your job vacancies on multiple platforms.
- Consider signing your company up to the Disability Confident scheme, become a Disability Confident Committed employer and showcase your badge to signal that you are an inclusive employer.
- Seek out support and guidance from resources such as Jobcentre Plus, Work and Health Programme providers, recruiters, and local disabled people’s user-led organisations (DPULOs).
- If you're in Scotland, connect with Fair Start Scotland.
Offer a fair opportunity to interview differently-abled people
One way to encourage applications and promote diversity is to offer an interview to people who declare they have a disability. This doesn't guarantee an interview for all disabled applicants but ensures that they meet the minimum criteria as defined by the employer. By taking this positive action, employers can:
- Provide an opportunity for disabled applicants to showcase their skills, talents, and abilities at the interview stage.
- The Positive Action is lawful under the Equality Act, and employers can take steps to help and encourage people with different needs or disadvantages to access work or training.
- Speak to your candidate with respect, dignity and focus solely on what value they can bring to their next role.
- Empower people with a disability by accommodating to their needs and giving them a chance to present their best self at an interview.
Diversity and inclusion are central to our purpose. We believe that everyone should have the opportunity to succeed and we’re committed to doing everything we can to make that a reality. Making small adjustments can expand the talent pool, which might otherwise be overlooked.
Our Inclusion and Diversity Audit is taking the first step to understand how accessible your recruitment practices are. If you'd like to find out more about how we can support you in building an inclusive workforce, please get in touch with Mark Harris (MHarris@outsource-uk.co.uk / 07810 392994).
Source - Disability Confident Employer Scheme
