If you’ve ever applied for a job, you know how stressful the process can be. But for disabled job seekers, it’s not just the nerves or the wait to hear back that make it difficult; it’s the process itself. From inaccessible application forms to unclear expectations about accommodations, the barriers can show up before an applicant even clicks “submit.”
Many businesses say they value diversity and inclusion. They post about it, add a statement on their careers page, maybe even use stock photos that represent a range of abilities. But when it comes to the actual hiring process, the experience often tells a different story.
Inclusive hiring isn’t just about filling quotas or checking a box. It’s about creating a process that works for everyone, and that starts with removing the barriers that keep disabled people from getting in the door in the first place.
So, what does accessible hiring actually look like?
Start with the job posting itself
Many hiring barriers begin with the language and format of the job posting. Is it screen-reader-friendly? Does it use plain language? Are the requirements truly essential, or just the “ideal” you’ve copied from another posting?
For example, phrases like “must have a driver’s license” or “must be able to lift 50 pounds” are common but often unnecessary. If the role doesn’t actually require travel or physical lifting as a core function, this kind of language excludes people unnecessarily.
Be intentional about what you’re asking for, and make sure you’re not unintentionally filtering people out.
Offer alternative formats and clear contact info
Not everyone applies in the same way. Some applicants may use assistive technology, while others may need additional support to complete an application. If your platform is only accessible in one format, or if your careers page is buried behind a maze of dropdowns and visuals with no alt text, you’re cutting off access.
Clearly state that alternative formats are available and mean it. Also, provide an email address or phone number where applicants can ask questions or request accommodations. And don’t bury it at the bottom in size 8 font. Make it easy to find.
Rethink your interview process
Interviews can be one of the most inaccessible parts of hiring. They often rely heavily on eye contact, verbal communication, and quick thinking under pressure; all of which may disadvantage some candidates with disabilities, even if they’re fully capable of doing the job.
Instead, offer flexible formats. Give questions ahead of time. Let applicants choose between phone, video, or in-person interviews. Be transparent about what to expect and invite candidates to share any access needs in advance.
This isn’t about lowering the bar; it’s about levelling the playing field.
Stop assuming what people need
One of the biggest mistakes organizations make is assuming what a disabled candidate can or can’t do, or worse, what they should do.
It’s not your job to decide what’s “too hard” for someone else. Your job is to offer a fair shot, make accommodations where requested, and evaluate based on skills, not assumptions.
The best way to support someone? Ask. Listen. Respect the answer.
Train your team—yes, all of them
A lot of hiring discrimination isn’t intentional. It’s systemic. And it comes from hiring teams who were never trained to recognize their own biases or think critically about accessibility.
Train your recruiters, hiring managers, HR staff, and everyone involved in the hiring process on disability inclusion. This includes how to conduct accessible interviews, how to talk about accommodations without being invasive, and how to avoid ableist assumptions that can creep into “gut feeling” decisions.
Make accessibility part of the onboarding, too
Accessible hiring doesn’t stop with a job offer. Your onboarding should be inclusive from day one. That means ensuring training materials are accessible, offering assistive tech where needed, and continuing the conversation around accommodations.
Think of onboarding as your opportunity to show a new hire that you meant what you said about inclusion. It’s not about perfection; it’s about effort, openness, and accountability.
If you’re not sure? Ask the experts.
There are organizations (including A Life Worth Living!) that can help you build accessible hiring practices that go beyond just compliance. From accessibility audits to policy reviews to team training, don’t be afraid to ask for help. Inclusion is a journey, and nobody expects you to know it all on your own.
The bottom line?
Accessible hiring isn’t about charity. It’s about talent. It’s about opportunity. It’s about recognizing that great people come in many forms, and that it’s your job as an employer to make sure the door is open wide enough for all of them.
If your process isn’t accessible, your team isn’t truly inclusive. But the good news is you can change that. You can start today.
Not with a statement or a stock photo, but with your next job posting, your next interview, your next hire.
Because when we talk about building inclusive businesses, the hiring process is where it all begins.