Inclusive recruitment of people with disability

Why inclusive hiring matters

Inclusive workplaces give everyone the chance to take part, feel welcome and do their best. You can help by making changes to how you hire and support new staff. This can remove barriers and help people with disability succeed in their roles.

What you can do

You can take simple actions to make your recruitment process more inclusive. This helps people with disability feel welcome to apply and gives them a fair go.

Key actions include:

• write job ads that are inclusive. Use clear and plain language and add information for those needing adjustments
• update role descriptions. Review and update job descriptions to highlight essential duties and requirements, making sure they don’t create barriers for candidates
• shape the job to match the person’s strengths and needs. Shaping the job will allow the person to do their best work and help the team succeed
• make assessments fair. Design recruitment that works for everyone, not just most people.

Recruitment adjustments

Some candidates may need changes to the process so they can fully take part.

Examples of adjustments

• Ask about their needs (if it’s appropriate).
• Offer different ways to assess skills. For example, a written task instead of a psychometric assessment.
• Let candidates answer questions in writing.
• Share interview questions ahead of time or allow more time for tasks.
• Let candidates use their own laptop or assistive technology (like a screen reader).
• Check the interview space meets their needs – for example, a quiet area, good lighting or seating that suits them.
• Provide Auslan interpreters or sound support like hearing loops.

Online assessments – things to consider

• Time limits can be hard for people who have anxiety, read slowly, have manual dexterity challenges or need frequent rest breaks.
• Some software may not work with screen readers.
• People with dyslexia may struggle with written tasks.
• Group interviews may be hard for people who have anxiety, are neurodivergent, or have speech or hearing differences.

If you're unsure if an assessment is accessible, offer a preview. For online tests, ask the provider for a practice version so the candidate can test if it works for them.

Using Rule 26

Rule 26 of the Government Sector Employment (General) Rules 2014 allows changes to recruitment to remove barriers for people with disability.

Download the fact sheet on using Rule 26 to employ people with disability (PDF 126.84KB)

Extra help and resources

These organisations offer tools and support to help you hire and support people with disability.

• Australian Network on Disability – recruiter training and tools
• Anti-Discrimination Board of NSW – workplace adjustments and discrimination videos
• Australian Human Rights Commission – guides on the rights of people with disability
• SafeWork NSW – resources for mental health and positive workplaces
• Vision Australia – assistive tech for people who are blind or have low vision
• Auslan Services – Auslan-English interpreters for meetings and events
• Sweeney Interpreting – Auslan–English interpreters for meetings and events
• Hear for You – Auslan–English interpreters for meetings and events.

Related pages

• Visit the Disability Employment Services page to explore more support options.