Trustees do not need to review every hire to spot risk. One questioned vacancy is enough. If a charity cannot show how the role reached disabled candidates before applications came in, the gap becomes clear very quickly, especially where the organisation has a Disability Confident commitment or holds Disability Confident Leader status.

Recruiters in charities work under time and budget pressure. They need to fill roles, control costs, and still support public commitments on fairness and access. The problem is that the evidence is often incomplete.

Current approaches fail because they rely too much on trust in the channel plan. A posting confirmation or final applicant report does not show whether the advert reached the right audiences at the right stage. It shows the process. It does not show inclusive attraction.

What works better is earlier and clearer evidence. Disability Jobsite gives charities an attraction stage reporting that can support trustee oversight when hiring is reviewed. That creates a stronger link between disability commitments and a record that trustees can test.

What to do next. Put one recent hire through a trustee lens and ask whether the advert stage evidence would stand up without further explanation.