Recruitment and disabled people

Job specifications

The job specification (or ‘person requirements’) of a vacancy must not exclude disabled people from applying for a job.

However, some jobs may have an essential requirement which can’t be met with a reasonable adjustment.

Examples

A vacancy for a van driver says the person must be able to drive. This might exclude some disabled people, but it is an essential part of the job.

A company advertises a job with occasional travel necessary. The person could go by train so the company should not say that the person needs a driving licence.

If you reject a disabled candidate, it must be based on their performance at interview rather than having to make reasonable adjustments.

Encouraging applications

Your local Jobcentre Plus can help with:

making sure your application process is accessible
advising you about recruitment practices which open up jobs to disabled people
information about making reasonable adjustments which can help someone start or keep their job

Contact Jobcentre Plus to find out more.

Jobcentre Plus
Telephone: 0845 604 3719
Textphone: 0845 608 8551
Monday, Tuesday, Thursday and Friday, 9am to 5pm
Wednesday, 10am to 5pm
Find out about call charges

Positive action in job adverts (‘Two Ticks’ symbol)

You can use the Two Ticks symbol on adverts to show that you encourage applications from disabled people.

The Two Ticks symbol is only used in England, Scotland and Wales.

You must be given permission by Jobcentre Plus to use the Two Ticks symbol. You can get this by showing them you have made 5 commitments:

to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities
to discuss with disabled employees, at any time but at least once a year, what you can both do to make sure they can develop and use their abilities
to make every effort when employees become disabled to make sure they stay in employment
to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
to review these commitments every year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans

Contact Jobcentre Plus to find out more about being awarded the disability symbol.

Alternative formats

You must provide information about the vacancy in alternative formats (eg large print) on request if this is reasonable. You must also accept applications in alternative formats (eg electronically) where possible.

Reasonable adjustments

You can ask if a candidate needs an adjustment to the recruitment process to allow them to be considered for the job, or you can wait to be told.

You must make adjustments if they’re reasonable, eg allowing:

wheelchair users to have their interview on the ground floor
candidates to complete a written test using a computer

After you’ve made a job offer, you can ask what adjustments they’ll need to do the job.

Access to Work can help pay for reasonable adjustments to the workplace.

Work Choice programme

Work Choice is a voluntary Department for Work and Pensions (DWP) employment programme which helps disabled people with more complex issues find work and stay in a job.

You can work with a provider to offer support packages which are designed for your business and which aim to develop the skills and abilities of a disabled person who needs specialist support.

Eligibility

There are no restrictions on the type of work you can offer, except that it must be for 16 hours or more per week.

Contact Jobcentre Plus to find out more and to speak to a Disability Employment Adviser (DEA).

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Armstrongs Accountancy LTD,

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MES Systems Limited,

I have had an excellent experience working with Laura from the Growth Hub, from day one, she was taking detailed attention to my concerns and ideas. She was able to put me in contact with different organisations and people to find out answers to my questions and help me to solve some inquiries I was having. I feel this support definitely had a positive impact in my plans.

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It’s been a fantastic inaugural eight months for the TalentTech Recruitment team and, although the reality of setting up and running a company can be a somewhat daunting experience, we have been extremely grateful for the superb help, advice and guidance given to us along our journey by Gavin Barnett and the team at CW Growth Hub. Gavin’s introductions to both Warwick & Coventry Universities and his wider business network have been absolutely invaluable.

TalentTech Recruitment LTD,

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Marchantcain Design Limited,

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Comrie Leisure Limited,