2026 European Supported Employment Conference

2026 European Employment Conference

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For employers

Inclusive recruitment

Inclusive recruitment means removing unnecessary barriers so disabled and neurodivergent people can access, secure and sustain employment. While the Equality Act 2010 provides clear legal protections, many recruitment practices continue to unintentionally exclude talented individuals.

By embedding the social model of disability across the full employee lifecycle, employers can create fairer and more effective recruitment processes that focus on people’s skills and potential rather than their ability to perform in traditional selection methods.

 

Under the Equality Act 2010, employers are permitted to take positive action where disabled people are underrepresented in the workforce.

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Why inclusive recruitment matters

Fair recruitment means designing out barriers before they exclude people.

Learning disability
Autistic people
Visual impairments

Disabled people continue to experience significant exclusion from employment, particularly people with a learning disability, autistic people and people with visual impairments. Traditional processes that rely heavily on written applications and interviews often create the greatest barriers.

Inclusive recruitment approaches can lead to better job matches, improved retention and stronger workplace cultures.

Talent attraction

Go beyond logos or pledges. Clearly communicate your commitment to inclusion in job adverts and promote flexibility, adjustments and alternative pathways.

Inclusive pathways

  • Supported Internships
  • Inclusive Apprenticeships
  • Extended work experience
  • Job shares
  • Partnership with Supported Employment providers and specialist organisations

Recruitment

Many traditional recruitment processes unintentionally deselect suitable candidates. Inclusive approaches make assessment more practical, transparent and fair.

Inclusive approaches

  • Working interviews
  • Work trials
  • Sharing interview questions in advance
  • Flexible application formats

Recruiting managers may need training and support to feel confident implementing inclusive practice.

Onboarding

Good onboarding starts before the first day and should be personalised around the person, the role and the workplace.

Before day one

  • Communicate directly with individuals
  • Put adjustments in place before day one
  • Provide personalised onboarding
  • Agree health and safety plans in advance

Preparing existing teams is just as important as preparing the new starter.

Ongoing support and development

Inclusive development supports long-term retention and career progression when it is planned, reviewed and accessible.

Retention and progression

  • Regularly review adjustments to ensure they remain effective
  • Ensure career development opportunities are accessible
  • Provide structured check-ins and progression planning

Offboarding

Exit processes should help employers understand what disabled and neurodivergent staff experienced, and what needs to improve.

Learning from experience

  • Capture the experiences of disabled and neurodivergent staff
  • Use feedback to improve policies, practice and workplace culture

Inclusive alternatives to interviews

Working interviews and work trials let candidates demonstrate practical ability rather than relying only on verbal self-presentation.

Practical alternatives

  • Working interviews can be used as a reasonable adjustment and give candidates a realistic view of the role
  • Work trials provide a time-limited structured opportunity to demonstrate competence in a real workplace
  • Once competencies are demonstrated, a work trial should not last longer than three weeks

Reasonable adjustments

Most adjustments are simple and low cost.

Reasonable adjustments help disabled and neurodivergent people access recruitment, do their job well and progress at work.

£75 average cost, with many adjustments free

  • Adjusting policies, procedures and recruitment processes.
  • Physical workplace adaptations, specialist equipment or communication support.
  • Flexible working arrangements, job carving, additional training or supervision.
  • Financial support may be available through Access to Work for more significant adjustments.

How BASE can help

BASE and Inclusive Trading support employers to embed inclusive recruitment practice.

Support is grounded in the Supported Employment model and can help employers move from good intentions to practical, lawful and sustainable action.

  • Evidence-based guidance and advice on inclusive recruitment alternatives.
  • Training for managers, HR and EDI teams.
  • Bespoke consultancy, workforce planning and quality improvement support.
  • Connection to trusted Supported Employment providers and expert associates.

Ready to make recruitment more inclusive?

Explore employer training, ask about consultancy support, or contact the team to discuss practical next steps for your organisation.