Inclusive recruitment processes
You must not discriminate against a candidate based on their personal information.
Find out how to prevent recruitment discrimination on GOV.UK.
What ‘inclusive recruitment’ is
‘Inclusive recruitment’ refers to a range of hiring processes aimed at attracting and retaining a diverse group of candidates. It involves creating fair and unbiased hiring practices that provide equal opportunities for all individuals, regardless of their background.
This approach focuses on eliminating barriers for under-represented groups. Reducing barriers disabled people may face in recruitment processes supports the Scottish Government’s ambition to halve the disability employment gap (DEG) by 2038.
Find out more about the DEG and how closing this gap can help your organisation.
Actions you can take
Employers are critical in helping reduce the barriers faced by disabled people looking for work.
There are steps you can take within your organisation to ensure your recruitment processes are inclusive and fair to all applicants.
Inclusive job adverts
Use accessible formats: ensure job postings are screen-reader friendly, include alt text for images, and avoid jargon.
Inclusive language: focus on outcomes (for example "ability to manage inventory") rather than physical requirements.
Openly invite disabled applicants: add statements like, "We encourage applications from disabled candidates and are committed to providing reasonable adjustments."
Ensure an accessible application process
Offer adjustments upfront: ask applicants if they need accommodations/adjustments (for example, extra time, sign language interpreters) during the application or interview.
Simplify forms: avoid complex online forms.
Flexible interviews: allow virtual interviews, provide questions in advance, or adjust assessment methods (for example, work trials instead of panel interviews).
Pre-start preparation
Early communication: contact the employee well before their first day to ask about accommodations (for example, assistive technology, workspace adjustments, flexible hours).
Share onboarding materials in advance: make sure materials are in accessible formats (for example, large print, audio, screen-reader-friendly PDFs).
Digital accessibility: Ensure all training videos and meeting platforms have captions and transcripts.
Resources
The Scottish Government’s anti-racist employment strategy includes advice, guidance, examples of good practice and resources to help you make recruitment and progression fairer.
Find out more about the anti-racist employment strategy on gov.scot.
The minority ethnic recruitment toolkit includes a range of suggestions and ideas to help improve the diversity of your workforce by recruiting more people from minority ethnic backgrounds.
Access the minority ethnic recruitment toolkit on gov.scot.
Think Business, Think Equality is a free online self-assessment tool for small and medium businesses (SMEs) and third sector organisations who want to advance gender equality in the workplace.
Find out more about the online self-assessment tool on Think Business, Think Equality.
How can I widen my recruitment talent pool to deal with persistent staff shortages?
Employer response
At ACS, we widened our recruitment channels by partnering with organisations that support people furthest from the labour market – including refugees, individuals with disabilities, and those who have been long-term unemployed. Through partnerships with DYW, Smart Works, and the Department for Work and Pensions, we created inclusive pre-employment pathways and on-site training opportunities.
This approach not only filled skill gaps but also strengthened loyalty and purpose across the workforce. Many of our most dedicated team members have come through these routes, proving that inclusive recruitment isn’t just good ethics – it’s good business.