Recruiting and employing disabled people

Introduction

Most employers are already successfully employing people who would be covered by the Disability Discrimination Act's definition of a disabled person, whether or not the employer realises it and whether or not the employee chooses to use the term 'disabled' about themselves.

It is not always easy to know who the best person for a particular job is. Following best practice will allow you to look beyond someone's disability or health condition and accurately recognise the potential of everyone who wants to work for you.

The principles of best practice in recruitment also apply to other opportunities in employment, for example in training and career development, and should be taken into account in any selection process.

This guide outlines the business case for employing disabled people and gives advice on recruiting and employing disabled people for your business.

Subjects covered in this guide

• Introduction
• The business case for employing disabled people
• Funding and support for employers recruiting disabled people
• Recruiting disabled people to work for your business
• Helping disabled employees in your business
• When an employee becomes disabled
• What the law says on employing disabled staff
• Here's how disabled people can help you meet the needs of your disabled customers
• Here's how our organisation recruits and retains disabled people
• Here's how we actively recruit disabled people into our business

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