Making a job application process accessible

Employers looking to create a diverse and inclusive workforce may start by looking at their job adverts and recruitment processes to ensure they are accessible for people who are deaf or have hearing loss.

Job adverts

Many organisations review their job adverts to reduce bias and include relevant policies and benefits that are attractive of a range of candidates, such as flexible working.

Adverts can also be used to encourage prospective candidates to share their preferred methods of communication, or offer British Sign Language (BSL) video applications.

Here’s an example of what you could include in the job advert:

Recruitment Process

To make your interview process accessible for people who are deaf or have hearing loss, ask candidates their preferred method of communication, offer communication support, and take a flexible approach.

Under the Equality Act 2010, employers are required to make ‘reasonable adjustments’ for people who are disabled because of hearing loss, so that they’re not put at a ‘substantial disadvantage’ in work, compared with people who are hearing.

Under the Disability Discrimination Act 1995, employers have a duty to make ‘reasonable adjustments’ for people who have hearing loss, so that aspects of work are not ‘impossible or unreasonably difficult’ for someone with a disability.

Communication support

To encourage more people with hearing loss to apply for your roles, clearly state on the form that you offer communication support at interviews, if required, including a sign language interpreter or speech-to-text-reporter. 

Be prepared to have a flexible approach when supporting candidates who are sign language users, for whom English is a second language.

You can:

• Ensure the application form is in plain English and avoids jargon.
• Consider offering a job trial as part of the recruitment process. Work trials give the applicant a chance to demonstrate their skill in a practical way, rather than having to do a formal recruitment process that might be inaccessible to them. Employer Advisors at Jobcentres can provide more information about offering job trials.

Read our information about communicating with staff or customers who are deaf or have hearing loss

Guaranteed interviews

Employers that have reached level 2 or 3 of the Disability Confident scheme should offer an interview to disabled people who meet the minimum criteria for the job – this applies to people with all levels of hearing loss if they consider themselves to be disabled.

For sign language users, this provides an opportunity for them to demonstrate their abilities in their first language at interview, and advertising you are part of this scheme may encourage a broader section of the hearing loss talent pool to apply.

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