In today’s workplaces, diversity, equity, and inclusion (DEI) can’t just be nice words on a company brochure. It’s about more than opening the door it’s about removing the obstacles in front of it so every candidate has a real chance to walk through.
One of the best places to start? The interview process.
At Speshally, we’ve worked with job seekers from all kinds of disability backgrounds.
Too often, talented candidates don’t make it past the interview — not because they lack skills, but because the process wasn’t built for them to succeed. Here’s how companies can change that.
1. Say You’re Open to Accommodations
Sometimes, silence is the biggest barrier. A simple line in your job description or interview email can make a huge difference:
“If you require any specific accommodations during the interview process, please let us know.”
This tells candidates they’ll be supported, not judged, for requesting what they need.
We worked with a retail chain that added this line to their hiring emails. Within months, they started receiving requests they’d never considered — from extra test time for neurodivergent candidates to large-print materials for someone with low vision.
2. Train Your Interviewers in Disability Sensitisation
An inclusive hiring process starts with an inclusive mindset. Interviewers should know how to:
● Avoid assumptions about ability.
● Ask skill-focused questions, not stereotype-based ones.
● Give candidates time to answer without rushing.
One client realised they were cutting off a candidate with a speech delay. After a quick sensitisation workshop, they adopted a “pause and wait” approach and ended up hiring that same person, who’s now a top performer.
3. Offer Multiple Interview Formats
Not everyone shines in a one-size-fits-all setup.
● For mobility challenges — offer video interviews.
● For neurodivergent candidates — allow task-based or written assessments.
● For Deaf candidates — bring in an ISL interpreter or enable text responses.
A fintech company we advised introduced a “choose your format” policy. Applications from candidates with disabilities went up and non-disabled candidates loved the flexibility too.
4. Make Accessibility Non-Negotiable
Whether in-person or online, accessibility shows professionalism.
Physical:
● Wheelchair-accessible entrances, restrooms, and seating.
● Clear signage and easy navigation.
Digital:
● Platforms compatible with screen readers.
● Captions for video calls.
● Test portals accessible via keyboard navigation
5. Follow Up with Respect
Respect shouldn’t end when the interview does. If a candidate isn’t selected:
● Offer constructive feedback.
● Make it clear their disability wasn’t the reason.
● Keep their profile for future roles.
This builds trust and a reputation as an employer who values people, not just positions.
Final Thought
Inclusive hiring isn’t about lowering the bar it’s about removing the tripwires that stop talent from showing what they can really do.
When companies make these changes, they’re not just ticking compliance boxes under the Rights of Persons with Disabilities Act, 2016 they’re building workplaces where skills can shine, regardless of ability.
At Speshally, we design hiring processes that work for everyone from that very first email to the first day on the job so no one gets left out before they’ve even had the chance to step in.
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