Recruiting and retaining people with disabilities
As an employer, you should follow fair recruitment and selection procedures as outlined in the Recruitment, selection and promotion section of our website.
In addition to following those general procedures, you should also be aware of other important matters that you either must do, or should consider doing, when recruiting people with disabilities.
These are: your need to comply with the reasonable adjustment duty, some additional good practice steps you should take and the opportunities for taking positive action that are open to you. These matters are discussed in further detail below:
Public authorities and positive action
Although the guidance given here applies to all employers in the public, private and third sectors, the section on taking positive action is particularly relevant to public authorities. In the case of most public sector employers, giving sincere consideration to taking positive action will also assist them to comply with their obligations under the public sector equality and disability duties, section 75 of the Northern Ireland Act 1998 and section 49A of the Disability Discrimination Act 1995. The latter are essentially duties to consider taking positive action.
Although employers in the private and third sectors are not under any statutory duty to consider taking positive action, we strongly recommend that they do so.