The standard for disability inclusive recruitment is shifting. The Department for Work and Pensions says its Disability Confident reforms will introduce clearer standards, greater transparency, stronger impact measurement and verification mechanisms. At the same time, the Office for National Statistics reports that UK vacancies fell to 707,000 in May to July 2026.

For employers, a badge or policy alone does not document what happened when an individual vacancy went to market.

The governance question is becoming more specific.

Where was the role promoted? What activity reached disabled candidates? When did that activity happen? What evidence existed before shortlisting?

That is the difference between stating a commitment to inclusive recruitment and having a consistent, audit ready vacancy level record showing the attraction activity undertaken.

As recruitment volumes tighten, employers have an opportunity to improve the evidence attached to each campaign.

If your board selected five recent vacancies today, could you show the inclusive attraction evidence for each one?