Disability inclusion often lives in policy documents. Candidates experience process barriers. Recruiters are then blamed for low application volume.
Hidden bias shows up in inconsistency. One site offers adjustments well. Another does not. Leadership messaging exists, but ownership does not. ERGs exist, but do not influence hiring process design.
What works better is governance. Use a formal diversity council to set measurable accessibility targets. Make senior leaders visibly sponsor disability recruitment.
Disability Jobsite supports targeted attraction to candidates actively seeking inclusive employers and helps you evidence engagement.
Publish one vacancy through Disability Jobsite with clear adjustment pathways and review application and progression data at council level.
