Businesses with more diverse and inclusive teams make up to 19% more revenue through innovation and are 35% more likely to outperform others in their industry.
By removing barriers in your hiring and onboarding processes, you not only open opportunities to individuals with additional health needs, but also strengthen your workforce with diverse skills, perspectives and experience.
Inclusive recruitment doesn’t need to be complex or costly. Small changes, from how you write job adverts to the way you interview, to how you welcome people to your team can make a big difference.
You’re more likely to find the best person for the role and your business, build trust and confidence with all candidates, demonstrate good practice under the Equality Act 2010 and reduce turnover by setting the right tone from the start.
Fatima Khan-Shah, Imran Chouglay, Design Director from Engaging Education and Daniel Howarth from Conservatory Outlet discuss inclusive recruitment and onboarding.
Your job advert is often the first impression a candidate has of your business.
Inclusive adverts help to:
Research from the Chartered Institute of Personnel and Development (CIPD) and ACAS shows that clear, inclusive language and flexible working options significantly increase application rates and employee loyalty. This is particularly true among people with long-term health conditions or disabilities.
Running an inclusive interview process doesn’t mean incurring major costs or implementing complex changes. It’s about being clear, fair and flexible. Simple steps, such as offering alternative formats, extra time, or clear communication, can make a significant difference.
Fiona Connor, CEO of Trust Electric Heating, Lily Harphram, Telesales Executive and Khai Tran, Performance Marketing Executive share their tips and experiences of inclusive recruitment and onboarding.
Onboarding is a crucial stage in the employee journey and for individuals with additional health needs, the first days and weeks in a role can significantly impact their confidence, performance and long-term success.
Inclusive onboarding ensures that new team members feel supported, understand what’s expected of them and can access the tools or adjustments they need to thrive.
For more information and guidance on how to support employees with reasonable adjustments, visit the neurodiversity and disability inclusion page.
One simple tool to make this process easier is an Inclusion Passport.
An Inclusion Passport (or Workplace Adjustment Passport) is a confidential document completed jointly by an employee and their manager. It records individual workplace needs, reasonable adjustments and preferred ways of working, so they don’t need to repeatedly explain health information or support requirements.
This helps:
An Inclusion Passport is particularly useful in small to medium sized businesses or micro businesses where roles vary and flexibility is essential.
Access to Work is a government scheme that provides financial support for employees with a disability or a long-term health condition. The scheme helps cover the cost of workplace adjustments that enable people to perform at their best, making inclusion easier and more affordable.
This support can fund things such as:
Access to Work removes cost concerns and makes adjustments more manageable, helping retain valuable staff and attract new talent.
