How to Make Job Descriptions More Accessible for Disabled Applicants

Did you know that non-disabled people who have no formal qualifications are just as likely to be employed as disabled people who have the highest A Level qualification? If you want to be part of the solution, continue reading to learn how to make job descriptions more accessible for disabled applicants. 

Let’s be honest: job hunting can be tough. But for disabled job seekers, traditional job descriptions can feel like an insurmountable barrier in an already challenging process. The good news? Employers can make a massive difference with just a few simple changes.

Why Accessibility Matters

The employment landscape for disabled people in the UK reveals a stark reality. According to the most recent government figures, only 53.0% of disabled people were in employment in Q2 of 2024, compared to 81.6% of non-disabled people. This 28.6 percentage point gap represents more than just numbers – it’s about real opportunities and untapped potential.

Employment is a pathway to independence, professional growth, and personal fulfilment. And with approximately 16.1 million people in the UK living with a disability, we’re looking at a significant talent pool that remains underutilised and often overlooked.

For employers, accessible job descriptions are an opportunity to access diverse talent, bring in unique perspectives, and create a more innovative workforce. Research consistently shows that inclusive employers benefit from higher employee loyalty, improved retention, and a more adaptable team.

Every job description is a chance to challenge outdated perceptions and demonstrate a genuine commitment to inclusivity. By reimagining how we write job descriptions, we can begin to dismantle the systemic barriers that have kept talented disabled professionals from reaching their full potential.

Here’s how.

7 Simple Steps to More Accessible Job Descriptions

We’ve compiled a list of 7 easy ways your organisation can create job descriptions that are accessible for everyone. 

Step 1: Use clear, plain language

Complicated jargon isn’t impressive – it’s just plain confusing. Write job descriptions like you’re explaining the role to a friend over a cuppa. That means stripping away unnecessary corporate speak and focusing on what the job actually involves.

What this looks like

• Swap corporate mumbo-jumbo for straightforward language
• Explain responsibilities in simple, direct terms
• Avoid unnecessarily complex terminology

Instead of: “Leverage cross-functional synergies to optimise strategic outcomes” Write: “Work with different teams to achieve our company goals“

Step 2: Remove unnecessary physical requirements

Here’s a pro tip: unless a physical requirement is genuinely core to the job, don’t mention it. Focus on the essential skills and capabilities that truly matter for the role.

Rethinking job requirements

Traditional description: “Must be able to stand for 8 hours” Better approach: “This role involves completing tasks at a workstation, with flexible arrangements available“

The key is to describe the actual job functions, not arbitrary physical constraints that might unnecessarily discourage talented candidates.

Step 3: Explicitly state your commitment to accessibility

You’ve seen the employment figures. So, don’t just hope disabled candidates will apply – actively invite them. Make your commitment to inclusivity crystal clear in every job description.

Example inclusive statement

“We are committed to creating an inclusive workplace. Reasonable adjustments will be provided for qualified candidates during the recruitment process and in the workplace.“

This simple statement can make a world of difference in making candidates feel welcomed and valued.

➡️ Bonus reading: The Role of Inclusive Leadership Training in Disability Inclusion

Step 4: Highlight available accommodations

Be transparent about the support you offer. Why? It’s simple. Candidates want to know they’ll be supported from day one.

What to include

• Flexible working options
• Assistive technology support
• Workplace adjustment programmes
• Inclusive mentorship opportunities

By showcasing your accommodations, you demonstrate that you’re not just ticking a box, but genuinely committed to inclusivity.

Step 5: Use accessible document formatting

Your job description should be as accessible as your workplace. This means:

• Use clear, readable fonts
• Ensure good colour contrast
• Make documents screen reader compatible
• Provide alternative formats on request

A well-formatted document shows you’ve thought about accessibility from the start.

Need help? Our Job Advert Inclusivity Screening will ensure your job description ticks all the boxes.

Step 6: Provide multiple application methods

Not everyone can fill out a standard online form. With this in mind, your organisation should offer alternatives that make applying easier. 

These could include:

• Standard online application
• Email application
• Phone application
• British Sign Language (BSL) video application

Remember: the goal is to remove barriers, not create them.

Step 7: Regular accessibility audits

Inclusivity isn’t a one-time effort. Regularly review your job descriptions with input from disabled employees and job seekers.

Audit checklist

• Have disabled employees reviewed the description?
• Are all requirements genuinely essential?
• Is the language welcoming and clear?

The Careers with Disabilities Difference

Want to become a disability-friendly employer? Our team at Careers with Disabilities specialises in connecting talented disabled professionals with forward-thinking employers.

Our employer services include:

• Advice and support – Our website is packed with resources for employers, including guides on local assistance and the benefits of employing job seekers with disabilities. Find the latest industry insights on our blog. 
• Attract top talent – Get in touch to advertise your roles on our dedicated disability-friendly jobs board.
• Find diverse talent – Our job advert inclusivity screening tests your ad against our “Inclusive Language Checklist” to remove potentially discriminatory language.
• Advertise your business – Our talented team of writers works with you to create a company profile that documents your efforts as a leading inclusive employer.

Join our network and reach a pool of 10,000+ diverse applicants and top talent.

Have a question? Email us at info@careerswithdisabilities.com or give us a call on 0345 872 4501.