What clues do you look for that an employer might be open to employing disabled people? — Scope | Disability forum
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What clues do you look for that an employer might be open to employing disabled people?

Jack_Scope Member Posts: 2 Connected
Hello there,

My name is Jack and I'm working at Scope to create content on employment.

Is there anything you look for in an employer beyond something on their website saying that they're "positive about disabled people" or guarantee an interview?

Thank you for your time,



  • Geoark
    Geoark Member, Scope Volunteer Posts: 1,384 Disability Gamechanger
    I joined my current employer as a trainee taken on as part of the CIH Possitive Action for Disability, sadly no longer running, though they have carried on this practice, so places are only open to those with a disability.

    My current team offer work experience each year through the Mencap Learning Disability Work Week, though usually not at the same time as the advertised week, and usually offer three weeks work experience as minimum.

    Walking around it is easy to see some of the acommodations made to assist those with disability, including different types of keyboards or mice.

    We have an active Ability Network which also feeds back concerns on new policies or changes in work practices. Some parts of my performance review includes being actively involved in disability issues, attendence of meetings, offering blogs for internal or external use.

    I have a much better idea now on what to look for in a potential employer than I did when I first started.

    As an individual I stood alone.
    As a member of a group I did things.
    As part of a community I helped to create change!

  • mikehughescq
    mikehughescq Posts: 8,847 Connected
    Well I wouldn't look for logos or Disability Confident stuff. I'd look for the extent to which they have made reasonable adjustments to the application process; the interview process and so on. More importantly who was the driver for those adjustments? Was it HR telling the manager what had to happen or was it the manager keen to make it happen. 

    Two other big clues are accessible signage and written materials and the number and location of accessible spaces. An employer who just wants enough accessible spaces to cover the employees they have is generally going to be very different to the employer who surrounds a building with accessible spaces and doesn't worry about the numbers. 
  • Jack_Scope
    Jack_Scope Member Posts: 2 Connected
    Thanks both for taking the time to reply - much appreciated!
  • pinkbluefrog
    pinkbluefrog Member Posts: 8

    Scope community team

    Hi Jack, 
    Not sure if this thread is still open for comments, but I'd say from my experience it would be an employer who is willing to have an open conversation. This is something that could be advertised on their website with examples. By that I mean that they are willing to think outside the box and work with the employee. It may be a practice that they haven't considered before like remote working / flexible hours or looking into assisted software options. So a culture of openness and willing to work creatively.

    I'd also say open in the sense that it would be a conversation that can be picked up on and expanded at any time. When new developments happen in digital software, or if a person has a disability that fluctuates (sometimes better / sometimes worse). 

    I think it has to be a two way conversation and one that feel open to both parties, so that a culture is fostered that welcomes flexibility, openness and willingness to learn and try new things.



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