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Supporting the inclusion of people with disabilities in the workplace

Authors: Phil Friend and Fiona Morden


  • There are a number of advantages for businesses that employ people with disabilities, including having access to a resourceful group of loyal employees. (See The importance of creating a disability-confident workplace)
  • An inclusive ethos should be embedded into all organisational policies and procedures to help eliminate attitudinal bias. (See The importance of effective policies)
  • To encourage individuals with disabilities to apply for vacancies, employers should ensure that adverts are accessible and inclusive, and promote a disability-confident approach. (See Attracting people with disabilities to the workforce)
  • Employers should consider job descriptions and application forms to enable individuals with disabilities to have an equitable chance of being invited to a job interview. (See Accessibility in the application process)
  • Employers should put in place procedures to enable employees to request and receive adjustments at a job interview. (See Pre-interview preparation)
  • Employers that create an inclusive workplace culture and train interviewers to be disability confident, will enable applicants with disabilities to succeed at job interviews. (See Accessibility at interview)
  • Employers could consider work interviews in place of job interviews and offer work experience throughout the year, to enable candidates with disabilities who might not use standard interview etiquette or who may not have the relevant employment experience to have access to employment opportunities. (See Work interviews and work trials and Open days and work experience)
  • Candidates should be asked to complete assessments only if the particular test or task assessed is relevant to the job. (See Screening and testing)
  • Employers should continue the inclusive ethos once a candidate with disabilities has accepted a job offer, including by considering reasonable adjustments, evacuation procedures, the necessity of medical examinations and the induction process. (See Post interview and induction)
  • Employers should consider all aspects of employment to create an inclusive and safe workplace for employees with disabilities, and an environment where they can work to the best of their ability. (See Inclusive employment)
  • There are a number of different adjustments that employers can make to assist employees with a disability. The focus should be on adjustments that will enable the individual to perform to their best ability. Employers should consider a range of factors to determine whether or not a particular adjustment is "reasonable", but should keep in mind that effective adjustments are often at little or no cost to the employer. (See Reasonable adjustments)
  • The support of line managers is vital to the success of employees with disabilities at work. (See The line manager's role)
  • Employers should monitor decisions on recruitment and other employment practices, by comparing data on employees who have and who have not identified as having a disability. (See Monitoring)