Done well, implementing adjustments for disabled students in recruitment shows that your organisation values inclusion and fairness from the very first interaction. Helen Cooke at MyPlus explains how.
Creating an inclusive recruitment process isn’t about giving certain applicants an advantage. Neither is it about doing the bare minimum to tick a compliance box. It’s about ensuring your process gives every candidate the chance to perform at their best and the opportunity to demonstrate their ability.
Here are eight practical ways to make your recruitment process more inclusive. We are also hosting an ISE webinar on Reasonable Adjustments in Practice: Creating inclusive recruitment processes on 14 October 2025.
1. Levelling the playing field
Support isn’t a perk. For some candidates it’s the only way they can participate on equal terms. The aim is always to remove barriers, providing everyone with a fair chance to perform.
This could be as simple as providing extra time on an online test, changing the format of an interview, or ensuring an assessment centre is physically accessible. It’s about enabling candidates to compete on the same terms as everyone else and, in turn, providing you with a genuine view of their potential.
2. Go beyond the law
The Equality Act places a duty on employers to provide adjustments however if your only motivation is compliance, it will show.
Doing the minimum can feel transactional and may discourage candidates from applying. A stronger approach is to build adjustments into your candidate experience as part of your culture and because you believe it’s the right thing to do.
When students see you being proactive and open about support, it sends a powerful signal about the kind of employer you are. This can be the difference between an organisation that attracts top disabled talent and one that misses out.
3. Drop the jargon
The phrase ‘reasonable adjustments’ may be legally accurate, but it isn’t helpful in practice. It’s vague, full of legal overtones, and can make candidates second-guess whether their request will be seen as ‘reasonable’ resulting in many avoiding asking altogether.
Instead, use clear, supportive language: talk about ‘adjustments’ or ‘support’, and provide concrete examples of what that could include. This demystifies the process, normalises asking, and makes it easier for candidates to feel comfortable sharing what they need.
4. Ask early, ask often
Research suggests most disabled candidates don’t disclose their needs at application stage for many reasons including because they don’t want to be seen as causing a fuss, or they’re not yet confident in you as an inclusive employer. However, disclosure often increases as candidates progress, realise how much they want the role, and begin to trust you.
It is therefore vital to ask about adjustments at every stage of the process: on the application form, before online tests, ahead of interviews, and again for assessment centres or networking events.
Make it clear that you recognise that needs can change, and that candidates can update you at any time. The more you ask, the more candidates are likely to request the support that they genuinely require.
5. Tailor to the individual
Disability isn’t uniform. Even two candidates with the same condition may need completely different approaches, depending on how it affects them and how they manage it. That’s why you can’t rely on a one-size-fits-all checklist.
Instead, have a conversation. Walk candidates through the different stages of your process, identify where barriers might exist, and ask how they can best be overcome. The answer may be simple - extra time, breaks between tasks, a quiet space, or use of assistive technology - however it will only work if it’s tailored to the individual.
6. Focus on support, not the disability
You don’t need to know someone’s diagnosis to provide the right help. What matters is understanding the barrier and putting in place the support that removes it.
Instead of asking about the disability, ask about the task: ‘What do you require from us to enable you take part fully in this test?’ or ‘What do you require from us to make this interview setup work best for you?’ Keeping the focus on support takes pressure off candidates to ‘justify’ their disability and keeps the conversation practical, respectful, and focused on performance.
7. Keep it to recruitment
It can be tempting to look ahead and ask what support a candidate might need in the role itself. However, under Section 60 of the Equality Act, you can’t ask about health or disability before making a job offer unless it’s directly relevant to the recruitment process. More importantly, it’s simply not relevant.
Your job is to assess candidates fairly during the selection process, with the right support in place. Their workplace adjustments can be discussed later, if they’re offered the role. By keeping the focus on recruitment, you create a fair process that judges only on ability.
8. Be ready to problem solve
Sometimes, a candidate may request something that doesn’t appear practical and/or proportionate. That doesn’t mean the conversation ends. It’s okay to push back however do it in the spirit of problem-solving.
Explore whether there are alternative ways to achieve the same outcome. Be transparent about what you can and can’t do, and seek advice from HR/legal/third parties if you’re unsure.
Candidates may occasionally quote the law or push strongly for what they believe they’re ‘entitled’ to, however in most cases your professional instinct will guide you.
When you design your recruitment process with adjustments and support in mind, you’re not just meeting a legal duty, you’re opening your doors to a wider pool of talented candidates who want to work for an employer that values fairness.
For disabled applicants, the way you handle this can be the deciding factor in whether they see you as a place where they can thrive, and therefore whether to apply and/or accept an offer.