AI assisted recruitment tools are now influencing how many employers screen and rank applicants.

That creates a specific risk in disability hiring.

Automated screening can struggle with non-linear career histories, employment gaps, or patterns that do not fit a conventional model. For some disabled candidates, those features may reflect illness, treatment, recovery, or workplace barriers rather than capability.

That is where employers need to be careful.

Under the Equality Act 2010, employers remain responsible for the fairness of the recruitment process, including how candidates are assessed and shortlisted. The involvement of technology does not remove that responsibility.

Disability Jobsite helps employers show that their process did not rely only on automated filtering.

This is not about replacing existing systems. It is about strengthening governance around them.

Intent is not evidence. Outreach that cannot be demonstrated does not protect the process.

If a disabled candidate challenged your shortlist, could you show a dated record that the role was actively promoted to disabled talent before decisions were made?

Or would you be explaining the process after it had already happened?