Reasonable Adjustments for Interviews: Ensuring Accessible and Inclusive Recruiting

Navigating the interview process can be challenging, but for disabled job seekers, it often comes with additional barriers. For employers, creating an inclusive recruitment process through reasonable adjustments for interviews is not only a legal obligation under the Equality Act 2010 but also a vital step in creating diverse and inclusive workplaces. 

Whether you’re an employer seeking guidance or a job seeker wondering how to request support, this guide breaks down everything you need to know.

What Are Reasonable Adjustments for Interviews?

Reasonable adjustments in interviews refer to changes made to the recruitment process to ensure it is accessible to everyone, including disabled candidates. These adjustments aim to level the playing field. They ensure applicants are assessed based on their abilities rather than any barriers that the interview process may create.

Examples of reasonable adjustments Equality Act 2010 might include:

• Allowing extra time for written tests or tasks.
• Providing materials in accessible formats, such as large print or braille.
• Ensuring the interview venue is wheelchair-accessible.
• Offering a virtual interview option for those unable to attend in person.
• Providing assistive technology, such as screen readers or voice-to-text software.

Employers are legally required to consider these adjustments, and job seekers have the right to request them without fear of discrimination.

➡️ Bonus reading: The Equality Act 2010: An Easy Read for Disabled Employees

Why Are Reasonable Adjustments Important?

For employers, implementing adjustments demonstrates a commitment to inclusive recruitment practices and helps attract a broader talent pool. Studies show that a diverse workforce is 39% more likely to outperform a non-diverse workforce financially. It’s also been shown to boost creativity, problem-solving, and innovation—qualities that benefit any organisation.

For job seekers, requesting adjustments ensures they can perform at their best during the interview. It’s about creating equity rather than advantage. Whether you need support for neurodivergent candidates, help with mobility challenges, or accommodations for mental health, adjustments allow you to showcase your true potential.

How to Request Reasonable Adjustments as a Job Seeker

If you’re a candidate who needs support, here’s how to approach the process:

1. Identify your needs

Before applying, think about what might make the interview process more accessible for you. This could include assistive technology for interviews, adjustments to the format, scheduling preferences, or changes to the physical environment. For example:

• Would an online interview be more manageable than attending in person?
• Do you require extra time for a skills test?
• Would written instructions be helpful to complement verbal communication?

2. Inform the employer early

When applying for a role, inform the employer of your needs as early as possible. Most job applications include a section where you can disclose any required interview adjustments. Alternatively, you can contact the HR department or hiring manager directly.

Use clear, specific language. For instance:

“I am a candidate with a visual impairment and would require large-print materials for any written tasks during the interview process.”

3. Leverage your rights

Know your legal rights under the Equality Act 2010. Employers must make adjustments unless they can prove the request is unreasonable. Don’t hesitate to reference the law if you encounter resistance.

4. Access support organisations

Organisations like Scope, the British Dyslexia Association, and Disability Rights UK offer resources to help you request reasonable adjustments for interviews. They can also provide guidance on your legal rights.

How Employers Can Provide Reasonable Adjustments

Creating an accessible interview process doesn’t have to be complicated or costly. Here’s how employers can take practical steps:

1. Create a culture of openness

Ensure candidates feel comfortable requesting adjustments. Use inclusive language in job advertisements, such as:

“We are committed to making our recruitment process accessible and welcome requests for reasonable adjustments.”

➡️ Related content: How to Make Job Descriptions More Accessible for Disabled Applicants

2. Conduct accessibility audits

Evaluate your current recruitment practices to identify potential barriers. For instance:

• Is your interview venue physically accessible?
• Do you offer alternative formats for assessments?
• Are your hiring managers trained in inclusive hiring practices?

3. Tailor adjustments to individual needs

Every candidate is different. Adjustments should be specific to the individual, whether it’s providing speech-to-text software, allowing flexible timings, or offering remote interviews.

4. Use government resources

The Access to Work programme can provide funding for certain adjustments, including:

• Specialised equipment or adaptations.
• Support worker services.
• Disability awareness training for staff.

Employers can learn more on the gov.uk Access to Work page.

Practical Examples of Adjustments

Adjustments vary depending on the individual’s needs. Here are some examples for specific challenges:

Neurodivergence (e.g., Autism, Dyslexia)

• Offering a clear, structured interview format.
• Allowing the use of mind-mapping software for brainstorming tasks.
• Minimising sensory distractions in the interview environment.

Physical Disabilities

• Providing step-free access to interview rooms.
• Offering a virtual interview option to reduce travel challenges.
• Ensuring accessible parking spaces near the venue.

Mental Health Conditions

• Allowing a support person to accompany the candidate.
• Breaking the interview into shorter, manageable segments.
• Offering flexible scheduling to accommodate therapy appointments.

Common Concerns About Adjustments

We think it’s important to address some common concerns about reasonable adjustments. Remember, these adjustments are designed to level the playing field and are required by law to be offered to anyone who requests them. 

“Will adjustments compromise fairness?”

No. Adjustments ensure fairness by removing barriers that might otherwise disadvantage disabled candidates. They help employers evaluate candidates based on their abilities, not their circumstances.

“Are adjustments costly?”

Most adjustments are low-cost or free. For example, offering a flexible interview schedule or using accessible interview locations incurs minimal expense. Additionally, funding from programmes like Access to Work can offset costs.

“Will adjustments affect productivity?”

Reasonable adjustments enhance productivity by allowing candidates to perform at their best. In the long term, they contribute to a more inclusive and engaged workforce.

Final Thoughts

Implementing reasonable adjustments for interviews is a win-win for employers and job seekers. For employers, it’s a chance to attract top talent and build a reputation for inclusivity. For job seekers, it’s an opportunity to reach your full potential without barriers.

By building an open, supportive environment and making the most of available resources like Access to Work, employers can make their recruitment processes more accessible. Similarly, job seekers can confidently advocate for their needs, knowing they have legal protections in place.

For more information on creating an inclusive recruitment process, check out resources from Careers with Disabilities. It’s packed with advice and guidance for employers and disabled job seekers.