A new expert report published by the Department for Work and Pensions on 2 October highlights barriers facing neurodivergent candidates. Its recommendations include accessible job descriptions, clearer recruitment processes and greater scrutiny of recruitment suppliers. Separate Government research published in September found limited evidence that improving employer awareness alone increases disability hiring.
For recruitment leaders, this raises an important governance question.
- Can you demonstrate what happened before candidates applied?
- Were vacancies accessible? Which audiences were targeted? Where were roles promoted?
- What evidence existed before shortlisting?
A consistent vacancy level record helps employers demonstrate recruitment activity, review supplier performance and strengthen audit readiness.
For public bodies, appropriate documentation can also support consideration of equality duties.
The challenge is moving beyond inclusion policies towards evidence of recruitment delivery.
If your board examined five recent vacancies, could you demonstrate inclusive attraction activity, or would you only have commitments to show?
