Green flags for spotting disability-friendly employers

Everyone wants to work for a company that makes them feel heard, understood and valued. As a disabled jobseeker, finding a company that genuinely values inclusion makes a huge difference to your career and your wellbeing.

So, what makes a good employer? And how can you identify disability-confident employers? This article explores the green flags to look out for, helping you identify organisations working to create an accessible workplace for everyone.

Disability-friendly employers tend to have a few things in common:

• They see the bigger picture of accessibility
• They champion employee wellbeing and disability inclusion
• They can tell you about specific adjustments made for colleagues
• They let you know about adjustments they provide in the application process
• They talk about inclusion in everyday language
• They take the time to get to know you
• Why choosing a disability-friendly employer matters

Accessibility goes well beyond physical access. Today, most firms make sure that those with physical disabilities can get into the building. However, firms that genuinely understand disability inclusion will be able to go into detail about how they make their workplace accessible in the broadest sense.

Beyond ramps, lifts and accessible bathrooms, they have adjustable lighting, quiet workspaces, flexible work arrangements and assistive technology to make sure everyone feels comfortable and supported at work.

It’s one thing to ask a firm about how they can make you feel included, and it’s another when the firm genuinely champions disability inclusion as part of their culture.

Here are some of the telltale signs a company truly values disability inclusion:

• Positive engagement, such as recognition, appreciation, respectful interactions and constructive feedback
• Visible senior role models who are approachable and set a positive example
• A safe environment where you can approach someone if you need assistance, such as your manager or head of department
• Adjustments and support are willingly and freely offered to break down barriers for employees with disabilities, making sure they get equal access to opportunities in the workplace
• Assurance that the company will give you the support you need to thrive, even if you’re unsure of what you need

But how do you spot this as someone outside of the company? Here are a few ways to find out whether the company you’re interested in applying to champions disability inclusion:

• Check their website for information on disability support
• See if they attend events for disabled jobseekers
• Find out if their recruitment brochures include information about support and adjustments for disabled applicants
• Check if they’re part of a disability-confident employer scheme

Taking these steps shows they’re not just ticking compliance boxes but actively trying to create a welcoming workplace for everyone.

We might not know it, but we all know someone with a long-term health condition. It’s a big green flag when an employer can talk openly and positively about the adjustments they’ve made for their employees with disabilities. For example, they might have provided assistive technology for an applicant with a visual impairment or offered regular breaks in the assessment process for someone with a chronic illness.

These adjustments show that employees can speak up about their health conditions and that the employer understands that everyone’s needs differ. Making adjustments shows they’re happy to adapt to create a supportive environment where everyone can thrive.

But the support for individuals with disabilities and long-term health conditions shouldn’t end if you get the job. For example, they might train employees to be mental health champions and mental health first aiders, providing employees with a network of support and resources.

Adam Dempsey-Doyle, a mid-level associate in the Technology, Media, Telecoms and Data team at Herbert Smith Freehills (HSF), explained how the company supported him when he struggled with his mental health:

“One of the great things about HSF is that support has always been led from the top; the clear message is that it’s ok to ask for help. A key question that was asked from day one was: “Is there anything you need us to do to make the process as easy as possible for you? That was immediately a big tick from me because it indicates that the firm is already aware that not everyone is the same, and that they therefore can’t have a one-size-fits-all approach to recruitment and applications.”

This kind of openness and support can make a big difference, creating an environment where everyone feels welcome and valued by the company.

If it’s your first time applying for a job, you might not know how all the different stages of the application process work. This makes it hard for you to understand the support you need.

Disability-confident employers understand that you might not know what support is available. By telling you what support and adjustments are available during the recruitment process, employers give you a better idea of what to expect.

They might share examples of adjustments they’ve made in the past, such as providing materials in accessible formats, sharing interview questions in advance or offering extra time during assessments and interviews.

It’s a green flag when employers talk about disability inclusion in everyday language rather than quoting the Equality Act. Resorting to 'legalese' might suggest that they view it as a box-ticking exercise rather than a commitment to disability inclusion.

If they can have an open and friendly conversation with you about your disability and focus on how they can help you thrive, it shows they’re confident in supporting you and your application.

Disability-confident employers understand that the recruitment process can be particularly challenging for disabled people, especially if they’ve had negative recruitment experiences in the past.

Inclusive employers focus on building trust from the very first interaction. They take the time to get to know you, actively listening to what you need to showcase your true potential. Doing this shows they’re committed to creating a supportive and inclusive environment during the recruitment process and beyond.

Finding a disability-confident employer who genuinely champions disability inclusion can make all the difference in your career journey. If you’ve had negative experiences before, please know that there are employers out there who value what you bring to the table. To give you a chance to showcase your full potential, they’ll make adjustments to the recruitment process to get an accurate picture of your personality, skills and abilities.

Once you know how to spot the green flags of disability-confident employers, you’re one step closer to finding a workplace where you can thrive, personally and professionally.

This article has been republished with the permission ofMyPlus Students' Club.