Some employers include additional tasks as part of the interview process. This may include the following:
Adjustments for individuals may vary and by following the steps already mentioned the support will be in place. However, some tasks may require some consideration on how to ensure that they are as inclusive as possible.
For instance, group tasks may be physically inaccessible to all applicants. Even when given the option to declare impairments many disabled people will not do so for fear of negative or even positive discrimination. It is better to consider how a variety of people may find certain tasks. Does the task involve moving around, coordination, or visual information? If so, disabled applicants may be excluded for a task that isn’t relevant the the job they have applied for!
If a group task is deemed absolutely necessary as part of the recruitment then scoring should take into account the potential barriers disabled applicants could face. Scoring on body language, confidence and eye contact may put some disabled people at a disadvantage. This also applies to presentations, where some applicants could be less confident in presenting due to their impairment or past experiences. Scoring should reflect the overall effort including the content, the research etc so that less confident candidates are judged on other qualities they bring to the role.