Disability Discrimination At Work

Disability discrimination at work begins before employment does. Recruitment is where the largest share of it happens and the smallest share of it is ever challenged, because the candidate simply does not hear back.

The risk points are specific. An application system that cannot be used with a screen reader. A timed online test that measures speed rather than capability. An interview venue nobody has checked. Asking about health or disability rather than about ability to perform the genuine requirements of the role.

On disclosure, a candidate is generally not required to volunteer a condition that does not affect their ability to do the job. Where an adjustment is needed, the conversation should be about the adjustment, not the diagnosis.

Adjustments are owed at the recruitment stage too, which is the part most often skipped. The Commission’s guidance on employee rights under the Disability Discrimination Act is the reference. This is general information rather than legal advice.

See Sentrient’s equal employment opportunity course and workplace compliance courses.