Despite growing awareness around diversity and inclusion, many companies still miss a critical piece making the hiring journey accessible and equitable for people with disabilities.
At Speshally, we’ve worked with hiring teams, HR leaders, and founders across industries. And one thing is clear: the gap between intention and implementation is real but fixable.
This blog offers a step-by-step look at what inclusive hiring can look like from the job post to Day One.
Step 1: Job Descriptions Matter More Than You Think
Most bias starts with how roles are described. Job descriptions packed with jargon or unnecessary requirements quietly push candidates with disabilities away. What we recommend:
● Use simple, clear, and inclusive language
● Focus on responsibilities, not physical or sensory traits
● Add a line that invites applicants with disabilities to apply
💬 Example: “We welcome applications from persons with disabilities. Accommodations are available at every stage of the process.”
Step 2: Application Processes Shouldn’t Be Barriers
Many career pages look great—but aren’t accessible. If someone using assistive tech can’t apply, they’re excluded before they even begin. What helps:
● WCAG-compliant platforms
● Application forms available in multiple formats
● Inclusive assessments that don’t penalize for different learning or communication styles
One company we worked with simply added alt-text and a clear layout to their careers page—and immediately saw more applications from neurodivergent and visually impaired candidates.
Step 3: Interviews Should Showcase Talent, Not Test Performance
Traditional interviews reward eye contact, fast thinking, and polished answers. That works for some—but excludes others who could thrive in the role. Here’s how to be more inclusive:
● Offer interview formats (video, audio, in-person)
● Share questions in advance
● Welcome assistive tech and accommodation requests
Inclusive interviews give people the space to shine—on their terms.
Step 4: Hiring Managers Need the Right Tools, Too
Even a perfect process can fall fl at if the people running it aren’t trained. Most biases are unintentional—but without awareness, they still cause harm. Small shifts go a long way:
● Offer training on disability etiquette and inclusive evaluation
● Normalize accommodations in every conversation
● Give managers language that supports—not stigmatizes
We’ve seen hiring teams gain confidence after just one inclusion workshop.
Step 5: Inclusion Doesn’t Stop at the Offer Letter
Hiring someone is just the beginning. The real question is—do they feel like they belong on Day One? Make onboarding more inclusive by:
● Assigning a buddy or mentor
● Sharing onboarding documents in accessible formats
● Checking in on accommodations regularly—not just once
When inclusion is embedded into how people start, it shapes how long they stay.
Why It Matters
Inclusive hiring isn’t about charity—it’s about creating workplaces that value all kinds of talent. People with disabilities bring creativity, resilience, and fresh perspectives—but only if the systems around them allow it. When companies take the time to remove invisible barriers, they don’t just build fairer processes—they build stronger teams.
So Where Can Companies Begin?
You don’t need to have it all figured out. You just need to start—with intention, and the right support. Here’s what we suggest:
✅ Review job descriptions and hiring processes through a disability lens
✅ Equip hiring teams with training and empathy-driven tools
✅ Design applications and interviews with accessibility in mind
✅ Partner with Speshally to build an inclusive hiring system that works
Even simple tweaks—like updating your accommodation statement or sharing interview questions in advance—can create powerful change.
Final Thought
True inclusion doesn’t lower the bar—it raises the standard for what workplaces should be. At Speshally, we believe every hiring journey can be a pathway to belonging. When we design from a place of empathy and remove the “dis” from disability, we unlock the full potential of every candidate. Let’s stop gatekeeping. Let’s start building.
Let’s Build Inclusive Pathways, Together
Want help redesigning your hiring journey? Speshally can guide your team in creating inclusive, accessible, and human-first processes—from resume to role.
📩 [Contact Us] | 🤝 [Partner with Speshally] | 🎧 [Listen to The Ability Podcast]
