Application Process

When developing a role profile it is important to consider a wide range of potential applicants.

Firstly, think about what is being asked for. It can be useful to focus on the desired outputs rather than the way in which you expect the task to be carried out. People with a variety of impairments may have adapted their approach to how they work, and the application process should account for this.

Secondly, it is helpful to include a person specification so the applicant knows what the employer is looking for. Some roles are advertised without a list of qualities and skills that applicants will be assessed on. This adds more time for the applicant and the employer to communicate about what the expectations are, and in some cases applicants will skip over the advert altogether. It can take a bit of confidence to approach an employer to discuss your skills before applying if you have been receiving knock backs. Also, certain websites may make it more difficult to contact the employer directly.

Thirdly, we would recommend writing the role profile in plain English and avoid the use of jargon. There are apps and websites which can help you determine how “readable” your document is. Making sure the role profile is clear is a benefit to everyone, the applicant has a better idea of what is expected and in turn you are more likely to have applicants who really fit the role.

Finally, there are some skills that are commonly listed in person specifications that may exclude some disabled people. Please consider whether it is a genuine occupational requirement of the role before including points such as the following

• Drivers License: This may disadvantage people who are visually impaired, are taking certain medications or have other impairments which mean that driving their own car is not an option. Also, requesting that applicants have access to a car can be a financial barrier for disabled people who may be on a lower income or may be returning to work after some time out. At present there are also issues around access to Motability cars which are adapted to suit the needs of disabled people. We advise highlighting the need to travel in a less specific way such as “willingness to travel”.
• Verbal Communication: This is commonly listed in person specifications but may alienate people with speech impairments or those who communicate via alternate means such as Deaf sign language users. Reasonable adjustments in the workplace can support people for whom expectations around verbal communication can present barriers. “Good communication skills” gives the candidate the opportunity to discuss examples of their good communication without that emphasis.
• Able to cope under pressure: It is important that if a role includes a varying work schedule, competing demands and a fast pace that the individual should be able to demonstrate that they can prioritise and delegate effectively. However, the words “cope under pressure” can potentially lead people with mental health impairments or those on the autistic spectrum to rule themselves out of applying. It may leave people wondering what support would be available to them if they needed it, or if the onus would be on them to manage their stress in work. It can be helpful to be more specific about the pressures, and reflect this by saying things like “managing deadlines”, “prioritising”, “time management”, etc.
• Levels of education: You can open up your recruitment to a wide range of disabled people who have not obtained the formal education you would usually look for in applicants. There can be barriers in education that leave talented disabled people disadvantaged and potentially with lower grades or degree classifications than their peers. Also, some may become disabled later in life and need to change their career direction. By being broader with the educational requirements disabled applicants can demonstrate their strengths and transferable skills for the role.
• Paid work experience: Many people build their skills and confidence through volunteering and can demonstrate a wide range of skills and qualities developed through unpaid work. Also, if an individual has less paid work experience they may have transferrable skills from other areas of their life not limited to volunteering including; parenting, caring, managing household budgets, etc. Also, disabled candidates may show a great deal of resilience from navigating an inaccessible society and may wish to reflect on these experiences where relevant.

These are a few aspects of role profiles that have been raised with us through our work with interns. There are likely other possibilities. It may be helpful for someone involved in the recruitment process to take some Disability Equality Training so that they can assess role profiles with access in mind.