The unemployment rate for people with disabilities is twice that of people without disabilities – a significant disparity that highlights the need for inclusive hiring practices. As an employer, there are certain reasonable accommodations that you must provide for employees, but inclusive hiring practices start well before the hiring process starts.

Inclusive employment means that all people, regardless of disability, work in the same jobs, are treated equally and enjoy the same rights, rules and pay. Everyone receives the necessary support to perform their duties effectively, and the workplace accommodates a variety of people, allowing them to work comfortably and confidently in a way that suits them while meeting the organization’s service needs.

An essential aspect of inclusive employment is enacting inclusive hiring practices. Here’s where to start.

Job Descriptions, Applications and Recruitment

Before a potential employee interacts with your company, there are things you can do to show that you value inclusion and accessibility. Start with your marketing and communications materials. Do you have an accessible website? Do your marketing materials represent a diverse group of individuals? Would people of all backgrounds feel welcomed by your digital presence? Our accessible and inclusive communications guide, while not exhaustive, is a great place to start.

In addition to standard marketing and communications materials, ensure your job descriptions are inclusive. Use clear, accessible language (avoid jargon as well as gendered and ableist language), and focus on essential skills and qualifications for the job. Do not include unnecessary physical requirements.

In a job description, you should also highlight company culture that promotes inclusivity, include inclusive benefits your company offers and always add a salary range.

When recruiting for the job, there are certain things you can do to increase the pool of candidates.

• Partner with and share the job description with other organizations that support individuals with disabilities.
• Advertise the job in accessible formats, for example, post the job on disability-focused job boards.
• Attend job fairs specifically for people with disabilities.

Interviews and Evaluations

Inclusive interviewing aims to ensure the interview process is fair, equitable and accessible to all candidates. Its goal is to treat each candidate equitably so they can successfully demonstrate their skills and expertise. Here are some general ways to make an interview more accessible:

• Standardize the interview
  • Ask every candidate the same questions. Provide the same amount of time for each candidate.
  • Provide alternative or flexible formats such as in-person, over the phone or via Zoom.
  • Give additional time as needed.
• Think about technology and other accommodations
  • Provide video and technology information in advance so that interviewees know what to expect. They might not have the same access to technology at home that your workplace provides, so plan accordingly.
  • Provide other accommodations such as sign language interpreters as needed.
• Foreground accessibility concerns
  • Provide accessibility accommodations that your organization provides in advance of the interview, which takes the burden of disclosure off the job candidate.
• Assess skills equitably
  • Use objective criteria when evaluating candidates. Use work samples so candidates can be evaluated on their work rather than a possible unconscious bias.
  • Focus on skills and potential rather than just past experience
  • Use standardized scoring rubrics to reduce bias and involve a diverse panel in the interview process.

Onboarding, Built Environment, Technology and Transportation

Creating an inclusive workplace for individuals with disabilities requires supportive policies, adequate training, and a culture of acceptance and accessibility. Here are some areas to address to ensure accessibility within the workplace environment.

When onboarding new employees, always provide accessible training materials and offer accommodations as needed. It can be helpful to assign a mentor or buddy to help navigate the workplace.

Under the Americans with Disabilities Act (ADA), an employer must provide “access to a building, to the work site, to needed equipment, and to all facilities used by employees.”

For the workplace environment, or built environment, make sure your place of work is physically accessible. For example, include ramps along with accessible doors and restrooms, among many other things.

As your work can allow, provide flexible work arrangements, including remote work and flexible hours.

The inability to access technology can restrict opportunities for people with disabilities, preventing them from getting hired or performing their job duties effectively. However, when an organization’s technology is accessible, it can enhance performance for both individuals and the organization. Here are some helpful resources are technology accessibility:

• Accessible and Inclusive Technology (Office of Disability and Employment Policy)
• Fact Sheet: New Rule on the Accessibility of Web Content and Mobile Apps Provided by State and Local Governments  

Accessible and reliable transportation ensures that everyone, including people with disabilities, can actively participate in the labor force. Consider various important transportation factors when hiring people with disabilities to ensure an inclusive and supportive work environment. Here are some key considerations:

• Is your workplace accessible by public transportation?

• Do you have accessible parking and/or pickup and drop off locations?
• Do you offer remote work options?

Additional Resources

• The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) offers various resources and initiatives aimed at supporting employers interested in hiring individuals with disabilities.  
• Employer Assistance and Resource Network on Disability Inclusion (EARN)is a resource that helps employers recruit, hire, retain, and advance individuals with disabilities. It provides a range of tools, resources, and consultations to support inclusive workplace practices. 
• Great Place to Work gives leaders and organizations the recognition and tools to create a consistently and overwhelmingly positive employee experience. 
• Job Accommodation Network (JAN) provides free consulting services and resources to employers and employees on workplace accommodations and disability employment issues.  
• The ADA National Network provides information, guidance, and training on the Americans with Disabilities Act (ADA) and accessible technology. 
• Disability:Inis a global nonprofit organization that promotes disability inclusion in the workplace, including resources on accommodations and best practices. 
• Center For Disability Rights (CDR) offers resources and advocacy for disability rights, including information on workplace accommodations and disability employment issues. 

Inclusive Hiring Practices Checklist

This checklist is intended to be a starting point for creating an inclusive hiring process. Please note that this list is not comprehensive, and we recommend accessing the linked resources on this webpage.

However, by following this checklist, you can create a more inclusive hiring process that welcomes and supports candidates with disabilities, ultimately enriching your workplace culture and diversity.

Job Descriptions

☐Use clear, accessible language.

☐Focus on essential skills and qualifications.

☐Avoid jargon or unnecessary physical requirements.

Application Process

☐Ensure the application process is accessible (e.g., online forms compatible with screen readers).

☐Offer multiple ways to apply (e.g., online, in-person, via email).

☐Provide a contact for applicants to reach out with accessibility requests.

Recruitment Channels

☐Partner with organizations that support individuals with disabilities.

☐Advertise in accessible formats (e.g., disability-focused job boards).

☐Attend job fairs specifically for people with disabilities.

Interview Process

☐Standardize the interview and offer flexible interview formats.

☐Provide accommodations for interviews (e.g., sign language interpreters, additional time, technology).

☐Foreground accessibility concerns and take the burden of disclosure off the job candidate.

Evaluation Criteria

☐Use standardized scoring rubrics to reduce bias.

☐Request work samples but focus on skills and potential rather than just past experience.

☐Involve a diverse panel in the interview process.

Onboarding Process

☐Provide accessible training materials.

☐Offer accommodations for new hires as needed.

☐Assign a mentor or buddy to help navigate the workplace.

Workplace Environment

☐Ensure physical accessibility (e.g., ramps, accessible restrooms).

☐Implement flexible work arrangements (e.g., remote work, flexible hours).

☐Provide accessible technology.

Transportation

☐Work to ensure that your workplace is accessible by public transportation.

☐Create accessible parking and pickup/drop off locations.

☐Offer remote work options.