Presenting a positive picture of the organisation

One of the first things a potential applicant is likely to do is to research an employer's website. As well as the things every applicant will research, disabled applicants might be looking for evidence of a positive and inclusive attitude to a diverse workforce.

Evidence of that commitment might include:

• Jobcentre Plus ‘Positive about Disabled People' double tick accreditation
• Membership of the Employers' Forum on Disability
• Corporate Social Responsibility Statement
• Business Principles Statement or Mission Statement including position on diversity
• Diversity and Inclusion statement that includes examples of best practice. Examples could include a mentoring or buddying programme or case studies of disabled employees
• Accessibility of the website itself
• Staff members with responsibility for diversity and inclusion
• Evidence of staff training in diversity
• Recruitment material offered in alternative formats e.g. Braille, large print or audio cassette
• Statement on willingness to make appropriate reasonable adjustments during recruitment process
• Positive recruitment practice.

Disability legislation states that disabled applicants should not be disadvantaged during the selection process because of their disability. For the potential employer (as well as for the applicant), it is important to be able to separate a person's ability to fulfil the essential criteria of a job from any reasonable adjustments that might be necessary for them to fulfil the tasks the job demands.

Here is what some disabled postgraduate researchers and graduates have said about recruitment:

‘Most importantly look at the individual's ability not their disability.’

Researcher support manager with dyslexia

‘Judge disabled students on their ability by asking questions that give them ample opportunity to prove whether or not they have the skills, personality and experience to do the job.’

Broadcast researcher with RSI

‘I would hope that potential employers would take the problems my dyspraxia might cause into account when I attend interview. I would of course hope that my future employer would be prepared to make reasonable (and probably relatively minor) adjustments for my dyspraxia in order to allow a relatively smooth transition.’

Postgraduate researcher with dyspraxia

‘In my view academic work is a field where disabled people can definitely compete on equal terms with non-disabled people, provided that adequate support is put in place. Because of this degree of suitability I suggest that disabled employees may be more likely to want to stay in post long term and therefore they are a good economic bet for departments wanting to improve their research profile.’

Postdoctoral research fellow with cerebral palsy

Information, support and funding is available to employers for developing good employment practices in the recruitment of disabled applicants.

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