Australian Employers Network on Disability

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Organisations benefit from having employees who have the skills to do the job effectively and efficiently.  For many people, having a disability does not impact on their ability to do the essential requirements of a job.

This information has been developed to assist employers implement disability friendly recruitment practices. 

Important steps:
· develop a clear understanding of the inherent requirements of a job
· ensure position descriptions outline the inherent requirements of the role
· utilise accessible advertising and advertising which attracts people with disability
· develop accessible application processes
· ensure any online recruitment is disability friendly
· understand the capabilities of a recruitment service provider
· make required adjustments throughout an interview to enable people with disability to demonstrate their skills.

Understanding the Inherent Requirements of the Job

The first step in any recruitment process is to be clear about what is required for the job – the “inherent requirements” or job essentials. 

Inherent requirements are the tasks that must be carried out in order to get the job done.  They are about achieving the result rather than the means for achieving that result.

For example, an employee is required to record the minutes from meetings.  They have a physical disability that prevents them from taking shorthand but they are able to take information on a Dictaphone and then transcribe.  Taking shorthand is therefore not an inherent requirement of the job because the job can be done another way.

It is important to remember that not all tasks within a job description are inherent requirements.  For example, making coffee may be an additional task required of a receptionist, but not the essential function of the role.

Position Descriptions

When developing position descriptions concentrate on what is to be achieved in the job rather than how it is to be achieved.  This will allow applicants to demonstrate how they can complete the inherent requirements of the job.

For example, when developing a position description instead of using "minimum typing speed," consider using "produce quality documents using a word processing package."

Consider whether educational qualifications or specific work experience are essential to the position.  In some instances people with disability may have less employment experience as they may have had difficulties in obtaining employment.

Advertising

When advertising positions, ensure that people with disability are not excluded.
· Focus on what is to be achieved in a job rather than how it is achieved.
· Prioritise the essential skills above the desirable.
· Make the advertisement easy to read.
· Provide information in alternative formats.

You can also encourage people with disability to apply by including a statement welcoming diversity.

Applications

When developing application forms ensure that the information gathered determines whether the person can perform the job essentials.

It is unlawful to ask questions about a person’s disability unless it relates to the inherent requirements of the job. Avoid long and complex forms as they may disadvantage applicants with a disability that affects their reading abilities.  You may also want to consider providing application forms in alternative formats.

Web Recruiting

Online recruiting is an increasingly common recruitment tool.  While the same recruitment principles apply as for offline recruiting, there are some additional areas to consider to make this process disability friendly:
· Ensure your home recruitment page is accessible and include information on where people with disability can apply.
· Ensure images and non-text items have text labels. People who have  vision impairment can use the site using screen reading software.
· Check that any automated scanning and sorting software does not discriminate.
· All online tests must be accessible and non-discriminatory.

Using a Recruitment Agency

Before selecting an agency check whether:
· staff have had disability awareness training
· the agency has disability and Equal Employment Opportunity policies
· the agency understands its obligations to make reasonable adjustments throughout the recruitment process.

Remember that the recruitment agencies and the employer engaging them are liable under the (C’wealth) Disability Discrimination Act (DDA) 1992 if an applicant is discriminated against during the recruitment process.

Interviewing

Some people with disability may require reasonable adjustments through the recruitment procedures.  For example, a person who is Deaf may require an Auslan interpreter.

It is therefore important to describe the recruitment and selection process to applicants to offer them an opportunity to explain any required adjustments.

Describing the process is particularly important when using assessment centres which may require applicants to undertake a series of complex exercises beyond the traditional face-to-face interview.

When arranging the interview, consider the following:
· Ask whether an applicant has any specific requirements for the assessment or interview.
· Consider how an applicant with disability will find or enter the venue.
· Brief the receptionist and any co-interviewers on the specific requirements of the person.

Other Assessments

Ensure any other assessments are in an accessible format and relate to the inherent requirements of the job.
The DDA makes it illegal to ask questions directly about an applicant’s disability.  Avoid any questions you would not ask of a person without disability.

Related hyperlinks:

Barrier-free E-recruitment: Recruiting People with Disability Online
http://www.barrierfree-recruitment.com/