When your recruitment process is easy to access you welcome a broader and more diverse talent pool, including people with disability. Inclusive hiring starts with small changes that make a big difference. From the way you write job ads to the design of your website, accessible recruitment practices can open the door to more candidates and better outcomes., Why accessibility matters, Most jobseekers will interact with your organisation online. Whether it's reading a job description, watching a recruitment video or applying on your website. Common recruitment practices can sometimes create barriers for people with disability. For example: A person using assistive technology may not be able to read a job ad on a website that does not meet web access standards. A candidate who…, Simple ways to improve accessibility, Here are a few quick wins:, Make job ads accessible, Tell candidates ‘what’ they will do in the role. Use plain language, avoid jargon, short sentences, and clear formatting. Make sure your PDFs are accessible (or provide Word/HTML alternatives)., Check your website, Does it meet the WCAG 2.1 AA standard ? If users change font size or contrast, will they still be able to read your content?, Use accessible formats and platforms, Share job ads on platforms that support accessibility. Include captions, transcripts and audio description in videos. Make sure social media posts include image descriptions., Offer inclusive application options, Allow video or audio submissions. Provide contact details for applicants needing adjustments. Let people know you’re happy to help., Make adjustments to the recruitment process, Reasonable workplace adjustments can apply to the application and recruitment process. Asking all candidates what you can do to help them be their best is a great start., Test your process, Recruit people with disability to review your website or application forms and provide feedback., Invite people with disability to apply, Include a diversity statement that shows your commitment to inclusion. For example:, ‘We embrace diversity and encourage applications from people with disability. We are committed to making adjustments to provide a positive, barrier-free recruitment process and supportive workplace.’, Use AI and testing tools carefully, Some automated recruitment tools, such as AI screeners or psychometric tests, can exclude people with disability without intending to do so. For example, facial recognition tools may not account for neurodiverse communication styles, and many tests aren’t accessible via keyboard. These tools should never be used to screen people out. JobAccess provides free expert advice and resources to help…, Want help checking if your recruitment process is accessible?, Call a JobAccess Adviser on 1800 464 800 or find out more at: Partnering with the National Disability Recruitment Coordinator | JobAccess
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News
For Michael, being a self-employed handyman is more than just a job. It’s a way to stay active, help others, and support his family. Each day is different, from fixing fences and mowing lawns to installing grab rails in homes for people with disability. “I run my own business doing handyman work and garden maintenance. Every day is different. One day I might be outside hedging or mowing lawns,…, Get Started with JobAccess, As of 2025, we’ve helped almost 500,000 Australians and many businesses. Whether you're a jobseeker, employer, or service provider, we can help you. Explore our free resources at: https://www.jobaccess.gov.au/ Call our expert advisers: 1800 464 800 Together, we can create a more inclusive workforce for all.
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Stories
