It can be challenging for someone with a disability to get into employment. Opening up your talent pool to make it easier for people with a disability to apply for jobs can bring many benefits to your business - see advantages of employing someone with a disability.

Reasonable adjustments for job applicants

Employers can take a number of steps to make the recruitment process as fair as possible for all applicants by making reasonable adjustments so that applicants without a disability do not have an unfair advantage over those who do have a disability.

Employers must be aware of their legal obligations when recruiting. Under the Disability Discrimination Act, employers:

• must not discriminate against someone with a disability when they are applying for a job
• must consider making reasonable adjustments if an applicant with a disability is at a disadvantage compared to a non-disabled applicant

Employers must consider reasonable adjustments at every stage of the recruitment process:

Application form

If the format, layout or structure of the application form puts someone at a disadvantage you should consider having the application form available in large print, Braille or an audio version for someone who is partially sighted or blind.

Aptitude tests

You should consider making additional time available to complete aptitude tests for someone with a disability who requests a reasonable adjustment. Another adjustment could be allowing test answers to be given verbally.

Interview

Ensure the interview room is fully accessible to all applicants. Be aware that applicants may request a reasonable adjustment to be interviewed at a time when they are more alert or pain-free depending on their disability. Consider training for your interview panel that examines the impact of various disabilities on performance at the interview stage, eg how autism may provide a challenge to an applicant during an interview and how adjustments can be made to help them.

Taking positive action to treat disabled people more favourably

Employers can decide to take a step further in positively recruiting someone with a disability. Unlike other forms of equality legislation, the Disability Discrimination Act allows employers to treat people with a disability more favourably than others through positive action.

An employer is not legally obliged to take positive action but employers can lawfully take positive action steps to treat someone with a disability more favourably. There are a number of positive action measures which an employer can choose to take to recruit someone with a disability, including:

• ring-fencing certain jobs so that they are only open to people with a disability
• offering a guaranteed interview to applicants with a disability who meet the essential criteria for a post
• using non-traditional forms of assessment which may only disadvantage people with a disability
• offering work trial opportunities which may lead to permanent jobs if the placement is successful
• creating an alternative post within your organisation for a person with a disability if there are certain tasks they are unable to perform as a result of their disability

Positive action measures should be carefully planned with advice from appropriate support organisations. Employers must comply with other equality legislation - see avoid discrimination when recruiting staff.

Access disability support

There are a range of government initiatives to help employers take on staff with a disability and also help staff with a disability get the support they need in the workplace. For further information, see:

• Health & Work Support Branch
• Disability support: Workable (NI)
• Disability support: Access to Work (NI)
• Disability support: Work Psychology Team
• Disability support: Condition Management Programme

Being a fair and equal opportunities employer not only ensures you meet your legal requirements to prevent discrimination, but you will also tap into a diverse talent pool that can bring many benefits to your business. Employing people with a disability can save you money and boost the profitability of your business.

Benefits of employing people with a disability

Recruit from a wider talent pool

By opening opportunities to people with disabilities you can widen your recruitment pool helping you to attract staff with the skills and talent that can enable your business to grow and thrive.

Promoting an inclusive workplace culture

Hiring people with a disability enhances diversity in your workforce. It can help increase staff morale, motivation, and commitment by demonstrating a workplace culture that values all staff.

Access specialist knowledge and skills

Staff with a disability may bring in specialist knowledge and skills such as understanding the needs of disabled customers, creative problem solving, and having particular attention to detail. Workers with disabilities possess skills and experiences that can offer employers a competitive edge.

Minimise staff turnover

People with disabilities tend to seek stable and reliable work when looking for a job and so tend to stay in their posts longer, helping to reduce staff turnover. This minimises recruitment and training costs incurred to take on new staff. You will also retain staff with years of experience and know-how.

Attract new customers

Having a diverse workforce, including employing people with disabilities, can help you attract disabled customers and potentially a large revenue stream. Employees with a disability can help you look at things from a fresh perspective, develop empathy for customers’ needs, and gain a better understanding of what they value in a business or brand. When your business and its products and services are accessible, you can appeal to a much larger and much more diverse audience and customer base.

Procurement opportunities

By employing people with a disability, you will be able to meet any social responsibility recruitment clauses that may apply to access particular tender opportunities and public procurement exercises. See understanding social value in public procurement.

Enhance your corporate image

Being an equal employer makes you look good. Consumers prefer to give their business to organisations that show a strong sense of corporate responsibility including employing a diverse workforce.

Low-cost reasonable adjustments

There can be a stigma to employing someone with a disability. Some employers may unfairly think that reasonable adjustments will be costly and take a lot of time to implement. However, most reasonable adjustments in the workplace can be simple, free, or low cost and there can be government help towards any costs that are incurred.

Encouraging accessibility best practice

Employing people with a disability will help you see things from their perspective. It can encourage the adoption of best practices to create accessible environments using adaptive technologies that are useful to people with and without disabilities.

The Health & Work Support Branch (HWSB) staff offers help and advice to both employers and people with disabilities about the range of specialist support available to help people start and retain a job.

You may identify someone who has the skills for your job but have questions about how their disability may affect them in the workplace - such as how they will manage the job. HWSB advisers are located across Northern Ireland and can offer practical advice to help both you and the potential employee overcome any barriers to starting work.

Support available

The type of support available may include advice on the following:

• recruiting people with disabilities
• retaining employees who become disabled
• financial help or support to employ people with disabilities through the Access to Work (NI) and Workable (NI)
• job/employee assessment and job/environment redesign
• equipment and ergonomics in the workplace
• accessibility of premises
• development of disability awareness
• development of good employment practices
• preparation, advice, and guidance to help people with disabilities who are applying for jobs
• encouraging employers to provide dedicated interview times for applicants with disabilities
• providing employers with advice on reasonable adjustments, such as additional time for interview
• offering the employer and the job applicant appropriate options of tailored support during the recruitment process
• offering the employer and the employee appropriate options of tailored support to help the worker with a disability perform to the best of their ability in the workplace

Workable (NI) provides a flexible range of long-term support and assists people who, due to their disability, encounter substantial barriers to staying in employment. Read more on Workable (NI).

The programme is delivered by three organisations contracted by the Department for Communities (DfC):

• Disability Action
• Supported Employment Solutions (SES)
• Ulster Supported Employment Ltd (USEL)

These organisations have extensive experience of meeting the vocational needs of people with disabilities. Read further information via the links above about Workable (NI) and the benefits to employers.

The provision under Workable (NI) can include support such as:

• mentoring
• on and off the job training
• disability awareness training

Access to Work (NI) can help by providing advice and guidance of your employee's disability needs in the workplace and, if appropriate, a financial grant towards the cost of necessary support.

For example, Access to Work (NI) may be able to pay towards the following:

• adaptations to premises and equipment
• communicator support at interviews
• special aids and equipment
• travel to work costs
• a support worker
• travel within work eg to attend a meeting or training course

Depending on your employee's circumstances, Access to Work (NI) may be able to provide support under more than one of these areas.

Read more on Access to Work - practical help at work.

The Department for Communities' Work Psychology Service (WPS) offers specialist consultancy to individuals and/or employers seeking advice and guidance in areas relating to disability and wellbeing in the context of work.

The WPS works closely with Work Coaches in Jobs & Benefits Offices to offer advice and guidance regarding individuals who have a disability or health condition and are seeking work or who are experiencing difficulties in work.

The WPS Assessment Service can provide advice to both employers and individuals regarding reasonable adjustments and possible alternative employment options, when the individual is at risk of losing their job as a result of their disability or health condition.

The Condition Management Programme helps those with a health condition manage symptoms to allow progress towards, move into and stay in employment. The programme is led by healthcare professionals, such as occupational therapists, physiotherapists and mental health nurses.

The Condition Management Programme (CMP) gives support and advice to help people manage conditions including:

• arthritic complaints
• back and neck problems
• chronic fatigue
• depression
• pain
• stress
• heart, circulatory and respiratory disorders

The programme helps to:

• increase understand health conditions
• improve day to day functioning for those affected by health conditions
• increase confidence in those affected by health conditions
• improve your prospects of returning to work or staying in work

It offers advice, education and support on:

• dealing with stress, anxiety, low mood and depression
• coping with pain and fatigue
• relaxation techniques
• communicating with confidence
• developing a healthier lifestyle
• exploring potential options that will help you progress towards employment or help you make a successful return to work

Further information

If this support is something that you think you or your staff could benefit from see further details, including eligibility and how to apply, on the Condition Management Programme.

It can be challenging for someone with a disability to get into employment. Opening up your talent pool to make it easier for people with a disability to apply for jobs can bring many benefits to your business - see advantages of employing someone with a disability.

Reasonable adjustments for job applicants

Employers can take a number of steps to make the recruitment process as fair as possible for all applicants by making reasonable adjustments so that applicants without a disability do not have an unfair advantage over those who do have a disability.

Employers must be aware of their legal obligations when recruiting. Under the Disability Discrimination Act, employers:

• must not discriminate against someone with a disability when they are applying for a job
• must consider making reasonable adjustments if an applicant with a disability is at a disadvantage compared to a non-disabled applicant

Employers must consider reasonable adjustments at every stage of the recruitment process:

Application form

If the format, layout or structure of the application form puts someone at a disadvantage you should consider having the application form available in large print, Braille or an audio version for someone who is partially sighted or blind.

Aptitude tests

You should consider making additional time available to complete aptitude tests for someone with a disability who requests a reasonable adjustment. Another adjustment could be allowing test answers to be given verbally.

Interview

Ensure the interview room is fully accessible to all applicants. Be aware that applicants may request a reasonable adjustment to be interviewed at a time when they are more alert or pain-free depending on their disability. Consider training for your interview panel that examines the impact of various disabilities on performance at the interview stage, eg how autism may provide a challenge to an applicant during an interview and how adjustments can be made to help them.

Taking positive action to treat disabled people more favourably

Employers can decide to take a step further in positively recruiting someone with a disability. Unlike other forms of equality legislation, the Disability Discrimination Act allows employers to treat people with a disability more favourably than others through positive action.

An employer is not legally obliged to take positive action but employers can lawfully take positive action steps to treat someone with a disability more favourably. There are a number of positive action measures which an employer can choose to take to recruit someone with a disability, including:

• ring-fencing certain jobs so that they are only open to people with a disability
• offering a guaranteed interview to applicants with a disability who meet the essential criteria for a post
• using non-traditional forms of assessment which may only disadvantage people with a disability
• offering work trial opportunities which may lead to permanent jobs if the placement is successful
• creating an alternative post within your organisation for a person with a disability if there are certain tasks they are unable to perform as a result of their disability

Positive action measures should be carefully planned with advice from appropriate support organisations. Employers must comply with other equality legislation - see avoid discrimination when recruiting staff.

Access disability support

There are a range of government initiatives to help employers take on staff with a disability and also help staff with a disability get the support they need in the workplace. For further information, see:

• Health & Work Support Branch
• Disability support: Workable (NI)
• Disability support: Access to Work (NI)
• Disability support: Work Psychology Team
• Disability support: Condition Management Programme

Being a fair and equal opportunities employer not only ensures you meet your legal requirements to prevent discrimination, but you will also tap into a diverse talent pool that can bring many benefits to your business. Employing people with a disability can save you money and boost the profitability of your business.

Benefits of employing people with a disability

Recruit from a wider talent pool

By opening opportunities to people with disabilities you can widen your recruitment pool helping you to attract staff with the skills and talent that can enable your business to grow and thrive.

Promoting an inclusive workplace culture

Hiring people with a disability enhances diversity in your workforce. It can help increase staff morale, motivation, and commitment by demonstrating a workplace culture that values all staff.

Access specialist knowledge and skills

Staff with a disability may bring in specialist knowledge and skills such as understanding the needs of disabled customers, creative problem solving, and having particular attention to detail. Workers with disabilities possess skills and experiences that can offer employers a competitive edge.

Minimise staff turnover

People with disabilities tend to seek stable and reliable work when looking for a job and so tend to stay in their posts longer, helping to reduce staff turnover. This minimises recruitment and training costs incurred to take on new staff. You will also retain staff with years of experience and know-how.

Attract new customers

Having a diverse workforce, including employing people with disabilities, can help you attract disabled customers and potentially a large revenue stream. Employees with a disability can help you look at things from a fresh perspective, develop empathy for customers’ needs, and gain a better understanding of what they value in a business or brand. When your business and its products and services are accessible, you can appeal to a much larger and much more diverse audience and customer base.

Procurement opportunities

By employing people with a disability, you will be able to meet any social responsibility recruitment clauses that may apply to access particular tender opportunities and public procurement exercises. See understanding social value in public procurement.

Enhance your corporate image

Being an equal employer makes you look good. Consumers prefer to give their business to organisations that show a strong sense of corporate responsibility including employing a diverse workforce.

Low-cost reasonable adjustments

There can be a stigma to employing someone with a disability. Some employers may unfairly think that reasonable adjustments will be costly and take a lot of time to implement. However, most reasonable adjustments in the workplace can be simple, free, or low cost and there can be government help towards any costs that are incurred.

Encouraging accessibility best practice

Employing people with a disability will help you see things from their perspective. It can encourage the adoption of best practices to create accessible environments using adaptive technologies that are useful to people with and without disabilities.

The Health & Work Support Branch (HWSB) staff offers help and advice to both employers and people with disabilities about the range of specialist support available to help people start and retain a job.

You may identify someone who has the skills for your job but have questions about how their disability may affect them in the workplace - such as how they will manage the job. HWSB advisers are located across Northern Ireland and can offer practical advice to help both you and the potential employee overcome any barriers to starting work.

Support available

The type of support available may include advice on the following:

• recruiting people with disabilities
• retaining employees who become disabled
• financial help or support to employ people with disabilities through the Access to Work (NI) and Workable (NI)
• job/employee assessment and job/environment redesign
• equipment and ergonomics in the workplace
• accessibility of premises
• development of disability awareness
• development of good employment practices
• preparation, advice, and guidance to help people with disabilities who are applying for jobs
• encouraging employers to provide dedicated interview times for applicants with disabilities
• providing employers with advice on reasonable adjustments, such as additional time for interview
• offering the employer and the job applicant appropriate options of tailored support during the recruitment process
• offering the employer and the employee appropriate options of tailored support to help the worker with a disability perform to the best of their ability in the workplace

Workable (NI) provides a flexible range of long-term support and assists people who, due to their disability, encounter substantial barriers to staying in employment. Read more on Workable (NI).

The programme is delivered by three organisations contracted by the Department for Communities (DfC):

• Disability Action
• Supported Employment Solutions (SES)
• Ulster Supported Employment Ltd (USEL)

These organisations have extensive experience of meeting the vocational needs of people with disabilities. Read further information via the links above about Workable (NI) and the benefits to employers.

The provision under Workable (NI) can include support such as:

• mentoring
• on and off the job training
• disability awareness training

Access to Work (NI) can help by providing advice and guidance of your employee's disability needs in the workplace and, if appropriate, a financial grant towards the cost of necessary support.

For example, Access to Work (NI) may be able to pay towards the following:

• adaptations to premises and equipment
• communicator support at interviews
• special aids and equipment
• travel to work costs
• a support worker
• travel within work eg to attend a meeting or training course

Depending on your employee's circumstances, Access to Work (NI) may be able to provide support under more than one of these areas.

Read more on Access to Work - practical help at work.

The Department for Communities' Work Psychology Service (WPS) offers specialist consultancy to individuals and/or employers seeking advice and guidance in areas relating to disability and wellbeing in the context of work.

The WPS works closely with Work Coaches in Jobs & Benefits Offices to offer advice and guidance regarding individuals who have a disability or health condition and are seeking work or who are experiencing difficulties in work.

The WPS Assessment Service can provide advice to both employers and individuals regarding reasonable adjustments and possible alternative employment options, when the individual is at risk of losing their job as a result of their disability or health condition.

The Condition Management Programme helps those with a health condition manage symptoms to allow progress towards, move into and stay in employment. The programme is led by healthcare professionals, such as occupational therapists, physiotherapists and mental health nurses.

The Condition Management Programme (CMP) gives support and advice to help people manage conditions including:

• arthritic complaints
• back and neck problems
• chronic fatigue
• depression
• pain
• stress
• heart, circulatory and respiratory disorders

The programme helps to:

• increase understand health conditions
• improve day to day functioning for those affected by health conditions
• increase confidence in those affected by health conditions
• improve your prospects of returning to work or staying in work

It offers advice, education and support on:

• dealing with stress, anxiety, low mood and depression
• coping with pain and fatigue
• relaxation techniques
• communicating with confidence
• developing a healthier lifestyle
• exploring potential options that will help you progress towards employment or help you make a successful return to work

Further information

If this support is something that you think you or your staff could benefit from see further details, including eligibility and how to apply, on the Condition Management Programme.

It can be challenging for someone with a disability to get into employment. Opening up your talent pool to make it easier for people with a disability to apply for jobs can bring many benefits to your business - see advantages of employing someone with a disability.

Reasonable adjustments for job applicants

Employers can take a number of steps to make the recruitment process as fair as possible for all applicants by making reasonable adjustments so that applicants without a disability do not have an unfair advantage over those who do have a disability.

Employers must be aware of their legal obligations when recruiting. Under the Disability Discrimination Act, employers:

• must not discriminate against someone with a disability when they are applying for a job
• must consider making reasonable adjustments if an applicant with a disability is at a disadvantage compared to a non-disabled applicant

Employers must consider reasonable adjustments at every stage of the recruitment process:

Application form

If the format, layout or structure of the application form puts someone at a disadvantage you should consider having the application form available in large print, Braille or an audio version for someone who is partially sighted or blind.

Aptitude tests

You should consider making additional time available to complete aptitude tests for someone with a disability who requests a reasonable adjustment. Another adjustment could be allowing test answers to be given verbally.

Interview

Ensure the interview room is fully accessible to all applicants. Be aware that applicants may request a reasonable adjustment to be interviewed at a time when they are more alert or pain-free depending on their disability. Consider training for your interview panel that examines the impact of various disabilities on performance at the interview stage, eg how autism may provide a challenge to an applicant during an interview and how adjustments can be made to help them.

Taking positive action to treat disabled people more favourably

Employers can decide to take a step further in positively recruiting someone with a disability. Unlike other forms of equality legislation, the Disability Discrimination Act allows employers to treat people with a disability more favourably than others through positive action.

An employer is not legally obliged to take positive action but employers can lawfully take positive action steps to treat someone with a disability more favourably. There are a number of positive action measures which an employer can choose to take to recruit someone with a disability, including:

• ring-fencing certain jobs so that they are only open to people with a disability
• offering a guaranteed interview to applicants with a disability who meet the essential criteria for a post
• using non-traditional forms of assessment which may only disadvantage people with a disability
• offering work trial opportunities which may lead to permanent jobs if the placement is successful
• creating an alternative post within your organisation for a person with a disability if there are certain tasks they are unable to perform as a result of their disability

Positive action measures should be carefully planned with advice from appropriate support organisations. Employers must comply with other equality legislation - see avoid discrimination when recruiting staff.

Access disability support

There are a range of government initiatives to help employers take on staff with a disability and also help staff with a disability get the support they need in the workplace. For further information, see:

• Health & Work Support Branch
• Disability support: Workable (NI)
• Disability support: Access to Work (NI)
• Disability support: Work Psychology Team
• Disability support: Condition Management Programme

Being a fair and equal opportunities employer not only ensures you meet your legal requirements to prevent discrimination, but you will also tap into a diverse talent pool that can bring many benefits to your business. Employing people with a disability can save you money and boost the profitability of your business.

Benefits of employing people with a disability

Recruit from a wider talent pool

By opening opportunities to people with disabilities you can widen your recruitment pool helping you to attract staff with the skills and talent that can enable your business to grow and thrive.

Promoting an inclusive workplace culture

Hiring people with a disability enhances diversity in your workforce. It can help increase staff morale, motivation, and commitment by demonstrating a workplace culture that values all staff.

Access specialist knowledge and skills

Staff with a disability may bring in specialist knowledge and skills such as understanding the needs of disabled customers, creative problem solving, and having particular attention to detail. Workers with disabilities possess skills and experiences that can offer employers a competitive edge.

Minimise staff turnover

People with disabilities tend to seek stable and reliable work when looking for a job and so tend to stay in their posts longer, helping to reduce staff turnover. This minimises recruitment and training costs incurred to take on new staff. You will also retain staff with years of experience and know-how.

Attract new customers

Having a diverse workforce, including employing people with disabilities, can help you attract disabled customers and potentially a large revenue stream. Employees with a disability can help you look at things from a fresh perspective, develop empathy for customers’ needs, and gain a better understanding of what they value in a business or brand. When your business and its products and services are accessible, you can appeal to a much larger and much more diverse audience and customer base.

Procurement opportunities

By employing people with a disability, you will be able to meet any social responsibility recruitment clauses that may apply to access particular tender opportunities and public procurement exercises. See understanding social value in public procurement.

Enhance your corporate image

Being an equal employer makes you look good. Consumers prefer to give their business to organisations that show a strong sense of corporate responsibility including employing a diverse workforce.

Low-cost reasonable adjustments

There can be a stigma to employing someone with a disability. Some employers may unfairly think that reasonable adjustments will be costly and take a lot of time to implement. However, most reasonable adjustments in the workplace can be simple, free, or low cost and there can be government help towards any costs that are incurred.

Encouraging accessibility best practice

Employing people with a disability will help you see things from their perspective. It can encourage the adoption of best practices to create accessible environments using adaptive technologies that are useful to people with and without disabilities.

The Health & Work Support Branch (HWSB) staff offers help and advice to both employers and people with disabilities about the range of specialist support available to help people start and retain a job.

You may identify someone who has the skills for your job but have questions about how their disability may affect them in the workplace - such as how they will manage the job. HWSB advisers are located across Northern Ireland and can offer practical advice to help both you and the potential employee overcome any barriers to starting work.

Support available

The type of support available may include advice on the following:

• recruiting people with disabilities
• retaining employees who become disabled
• financial help or support to employ people with disabilities through the Access to Work (NI) and Workable (NI)
• job/employee assessment and job/environment redesign
• equipment and ergonomics in the workplace
• accessibility of premises
• development of disability awareness
• development of good employment practices
• preparation, advice, and guidance to help people with disabilities who are applying for jobs
• encouraging employers to provide dedicated interview times for applicants with disabilities
• providing employers with advice on reasonable adjustments, such as additional time for interview
• offering the employer and the job applicant appropriate options of tailored support during the recruitment process
• offering the employer and the employee appropriate options of tailored support to help the worker with a disability perform to the best of their ability in the workplace

Workable (NI) provides a flexible range of long-term support and assists people who, due to their disability, encounter substantial barriers to staying in employment. Read more on Workable (NI).

The programme is delivered by three organisations contracted by the Department for Communities (DfC):

• Disability Action
• Supported Employment Solutions (SES)
• Ulster Supported Employment Ltd (USEL)

These organisations have extensive experience of meeting the vocational needs of people with disabilities. Read further information via the links above about Workable (NI) and the benefits to employers.

The provision under Workable (NI) can include support such as:

• mentoring
• on and off the job training
• disability awareness training

Access to Work (NI) can help by providing advice and guidance of your employee's disability needs in the workplace and, if appropriate, a financial grant towards the cost of necessary support.

For example, Access to Work (NI) may be able to pay towards the following:

• adaptations to premises and equipment
• communicator support at interviews
• special aids and equipment
• travel to work costs
• a support worker
• travel within work eg to attend a meeting or training course

Depending on your employee's circumstances, Access to Work (NI) may be able to provide support under more than one of these areas.

Read more on Access to Work - practical help at work.

The Department for Communities' Work Psychology Service (WPS) offers specialist consultancy to individuals and/or employers seeking advice and guidance in areas relating to disability and wellbeing in the context of work.

The WPS works closely with Work Coaches in Jobs & Benefits Offices to offer advice and guidance regarding individuals who have a disability or health condition and are seeking work or who are experiencing difficulties in work.

The WPS Assessment Service can provide advice to both employers and individuals regarding reasonable adjustments and possible alternative employment options, when the individual is at risk of losing their job as a result of their disability or health condition.

The Condition Management Programme helps those with a health condition manage symptoms to allow progress towards, move into and stay in employment. The programme is led by healthcare professionals, such as occupational therapists, physiotherapists and mental health nurses.

The Condition Management Programme (CMP) gives support and advice to help people manage conditions including:

• arthritic complaints
• back and neck problems
• chronic fatigue
• depression
• pain
• stress
• heart, circulatory and respiratory disorders

The programme helps to:

• increase understand health conditions
• improve day to day functioning for those affected by health conditions
• increase confidence in those affected by health conditions
• improve your prospects of returning to work or staying in work

It offers advice, education and support on:

• dealing with stress, anxiety, low mood and depression
• coping with pain and fatigue
• relaxation techniques
• communicating with confidence
• developing a healthier lifestyle
• exploring potential options that will help you progress towards employment or help you make a successful return to work

Further information

If this support is something that you think you or your staff could benefit from see further details, including eligibility and how to apply, on the Condition Management Programme.

It can be challenging for someone with a disability to get into employment. Opening up your talent pool to make it easier for people with a disability to apply for jobs can bring many benefits to your business - see advantages of employing someone with a disability.

Reasonable adjustments for job applicants

Employers can take a number of steps to make the recruitment process as fair as possible for all applicants by making reasonable adjustments so that applicants without a disability do not have an unfair advantage over those who do have a disability.

Employers must be aware of their legal obligations when recruiting. Under the Disability Discrimination Act, employers:

• must not discriminate against someone with a disability when they are applying for a job
• must consider making reasonable adjustments if an applicant with a disability is at a disadvantage compared to a non-disabled applicant

Employers must consider reasonable adjustments at every stage of the recruitment process:

Application form

If the format, layout or structure of the application form puts someone at a disadvantage you should consider having the application form available in large print, Braille or an audio version for someone who is partially sighted or blind.

Aptitude tests

You should consider making additional time available to complete aptitude tests for someone with a disability who requests a reasonable adjustment. Another adjustment could be allowing test answers to be given verbally.

Interview

Ensure the interview room is fully accessible to all applicants. Be aware that applicants may request a reasonable adjustment to be interviewed at a time when they are more alert or pain-free depending on their disability. Consider training for your interview panel that examines the impact of various disabilities on performance at the interview stage, eg how autism may provide a challenge to an applicant during an interview and how adjustments can be made to help them.

Taking positive action to treat disabled people more favourably

Employers can decide to take a step further in positively recruiting someone with a disability. Unlike other forms of equality legislation, the Disability Discrimination Act allows employers to treat people with a disability more favourably than others through positive action.

An employer is not legally obliged to take positive action but employers can lawfully take positive action steps to treat someone with a disability more favourably. There are a number of positive action measures which an employer can choose to take to recruit someone with a disability, including:

• ring-fencing certain jobs so that they are only open to people with a disability
• offering a guaranteed interview to applicants with a disability who meet the essential criteria for a post
• using non-traditional forms of assessment which may only disadvantage people with a disability
• offering work trial opportunities which may lead to permanent jobs if the placement is successful
• creating an alternative post within your organisation for a person with a disability if there are certain tasks they are unable to perform as a result of their disability

Positive action measures should be carefully planned with advice from appropriate support organisations. Employers must comply with other equality legislation - see avoid discrimination when recruiting staff.

Access disability support

There are a range of government initiatives to help employers take on staff with a disability and also help staff with a disability get the support they need in the workplace. For further information, see:

• Health & Work Support Branch
• Disability support: Workable (NI)
• Disability support: Access to Work (NI)
• Disability support: Work Psychology Team
• Disability support: Condition Management Programme

Being a fair and equal opportunities employer not only ensures you meet your legal requirements to prevent discrimination, but you will also tap into a diverse talent pool that can bring many benefits to your business. Employing people with a disability can save you money and boost the profitability of your business.

Benefits of employing people with a disability

Recruit from a wider talent pool

By opening opportunities to people with disabilities you can widen your recruitment pool helping you to attract staff with the skills and talent that can enable your business to grow and thrive.

Promoting an inclusive workplace culture

Hiring people with a disability enhances diversity in your workforce. It can help increase staff morale, motivation, and commitment by demonstrating a workplace culture that values all staff.

Access specialist knowledge and skills

Staff with a disability may bring in specialist knowledge and skills such as understanding the needs of disabled customers, creative problem solving, and having particular attention to detail. Workers with disabilities possess skills and experiences that can offer employers a competitive edge.

Minimise staff turnover

People with disabilities tend to seek stable and reliable work when looking for a job and so tend to stay in their posts longer, helping to reduce staff turnover. This minimises recruitment and training costs incurred to take on new staff. You will also retain staff with years of experience and know-how.

Attract new customers

Having a diverse workforce, including employing people with disabilities, can help you attract disabled customers and potentially a large revenue stream. Employees with a disability can help you look at things from a fresh perspective, develop empathy for customers’ needs, and gain a better understanding of what they value in a business or brand. When your business and its products and services are accessible, you can appeal to a much larger and much more diverse audience and customer base.

Procurement opportunities

By employing people with a disability, you will be able to meet any social responsibility recruitment clauses that may apply to access particular tender opportunities and public procurement exercises. See understanding social value in public procurement.

Enhance your corporate image

Being an equal employer makes you look good. Consumers prefer to give their business to organisations that show a strong sense of corporate responsibility including employing a diverse workforce.

Low-cost reasonable adjustments

There can be a stigma to employing someone with a disability. Some employers may unfairly think that reasonable adjustments will be costly and take a lot of time to implement. However, most reasonable adjustments in the workplace can be simple, free, or low cost and there can be government help towards any costs that are incurred.

Encouraging accessibility best practice

Employing people with a disability will help you see things from their perspective. It can encourage the adoption of best practices to create accessible environments using adaptive technologies that are useful to people with and without disabilities.

The Health & Work Support Branch (HWSB) staff offers help and advice to both employers and people with disabilities about the range of specialist support available to help people start and retain a job.

You may identify someone who has the skills for your job but have questions about how their disability may affect them in the workplace - such as how they will manage the job. HWSB advisers are located across Northern Ireland and can offer practical advice to help both you and the potential employee overcome any barriers to starting work.

Support available

The type of support available may include advice on the following:

• recruiting people with disabilities
• retaining employees who become disabled
• financial help or support to employ people with disabilities through the Access to Work (NI) and Workable (NI)
• job/employee assessment and job/environment redesign
• equipment and ergonomics in the workplace
• accessibility of premises
• development of disability awareness
• development of good employment practices
• preparation, advice, and guidance to help people with disabilities who are applying for jobs
• encouraging employers to provide dedicated interview times for applicants with disabilities
• providing employers with advice on reasonable adjustments, such as additional time for interview
• offering the employer and the job applicant appropriate options of tailored support during the recruitment process
• offering the employer and the employee appropriate options of tailored support to help the worker with a disability perform to the best of their ability in the workplace

Workable (NI) provides a flexible range of long-term support and assists people who, due to their disability, encounter substantial barriers to staying in employment. Read more on Workable (NI).

The programme is delivered by three organisations contracted by the Department for Communities (DfC):

• Disability Action
• Supported Employment Solutions (SES)
• Ulster Supported Employment Ltd (USEL)

These organisations have extensive experience of meeting the vocational needs of people with disabilities. Read further information via the links above about Workable (NI) and the benefits to employers.

The provision under Workable (NI) can include support such as:

• mentoring
• on and off the job training
• disability awareness training

Access to Work (NI) can help by providing advice and guidance of your employee's disability needs in the workplace and, if appropriate, a financial grant towards the cost of necessary support.

For example, Access to Work (NI) may be able to pay towards the following:

• adaptations to premises and equipment
• communicator support at interviews
• special aids and equipment
• travel to work costs
• a support worker
• travel within work eg to attend a meeting or training course

Depending on your employee's circumstances, Access to Work (NI) may be able to provide support under more than one of these areas.

Read more on Access to Work - practical help at work.

The Department for Communities' Work Psychology Service (WPS) offers specialist consultancy to individuals and/or employers seeking advice and guidance in areas relating to disability and wellbeing in the context of work.

The WPS works closely with Work Coaches in Jobs & Benefits Offices to offer advice and guidance regarding individuals who have a disability or health condition and are seeking work or who are experiencing difficulties in work.

The WPS Assessment Service can provide advice to both employers and individuals regarding reasonable adjustments and possible alternative employment options, when the individual is at risk of losing their job as a result of their disability or health condition.

The Condition Management Programme helps those with a health condition manage symptoms to allow progress towards, move into and stay in employment. The programme is led by healthcare professionals, such as occupational therapists, physiotherapists and mental health nurses.

The Condition Management Programme (CMP) gives support and advice to help people manage conditions including:

• arthritic complaints
• back and neck problems
• chronic fatigue
• depression
• pain
• stress
• heart, circulatory and respiratory disorders

The programme helps to:

• increase understand health conditions
• improve day to day functioning for those affected by health conditions
• increase confidence in those affected by health conditions
• improve your prospects of returning to work or staying in work

It offers advice, education and support on:

• dealing with stress, anxiety, low mood and depression
• coping with pain and fatigue
• relaxation techniques
• communicating with confidence
• developing a healthier lifestyle
• exploring potential options that will help you progress towards employment or help you make a successful return to work

Further information

If this support is something that you think you or your staff could benefit from see further details, including eligibility and how to apply, on the Condition Management Programme.