The subject of inclusivity in recruitment has been around for a while and I think it’s here to stay (and so it should be). What should be the driving force behind this – is it because, in the current market, many sectors are seeing a real shortage of candidates? Or, as a society, should we all do a little bit more to make sure the 1 in 5 members of the working population* that have a disability are given the same opportunities to have a great career?
The disability employment gap (the gap between the number of disabled and non-disabled people in employment)* has remained at 30% for the last decade, but at Reverse Delta, we think that there are some great features that are already built into our FXRecruiter websites that will help you to improve your recruitment agency website experience for people with disabilities. These statistics from the 2017 RIDI candidate survey of 200 disabled jobseekers showed:
- 75% of the disabled jobseekers surveyed find their condition has an impact on job hunting
- 54% find hurdles at multiple stages of the recruitment process
- 28% find online assessments challenging
What are the most common forms of disability that impact people’s ability to get a job?
- Dyslexia and Dyspraxia
- Visual impairments including colour blindness
- Mobility and physical impairments
- Autism and ADHD
(This list is a guide – it is not an exhaustive list.)
How can you design your website for accessibility?
All FXRecruiter websites are designed with accessibility in mind. Our Design Director, Phil Heaton always focuses on the following aspects when designing websites for recruitment agencies:
- Clarity and simplicity
Lots of clear space in between the content and the buttons and making sure that the contrast between the brand colours is sympathetic to people with visual impairments
- Text size
We always optimise text size to suit people with visual impairments and would recommend that your text line length is a maximum of 15 words.
- Button sizes
Making sure these are at the right size and displayed at appropriate places throughout the website
- Open menus
Need to be easily navigable to make sure that the user gets a complete experience on the website
- Page sections
The site needs to be designed so that all content is clear to view and easy for the user to get around.
How should you code a recruitment agency website for accessibility?
We code FXRecruiter websites so that screen-readers can make sense of it – and ordering items on the page. We try to minimise animations such as ‘intros’ and Parallax as these can cause reactions (nausea/seizures). Our CMS also allows you to use Alt text for images.
Other things that we try to avoid – jump scrolling and we minimise the use of animations.
What can you do to make sure your content supports the user’s accessibility needs?
Always make sure that your content can be read by a browser/computer. Some useful things to avoid include PDFs (or make sure you provide a web-page alternative), image-based text, icons that do not include text descriptions and anything that might cause a seizure such as a video that flashes or an animation.
Not only is there a huge amount of opportunity for recruiters to access the disability market in times of candidate shortages, we simply feel that it’s important to create a level playing field so that everybody has the same opportunity to have a rewarding career. Reverse Delta will be working more with Recite Me, which is an assistive technology that supports recruiters with the online recruitment journey from discovery and attraction to application and onboarding.
*The stats are taken from We are Purple, an organisation dedicated to changing the conversation on disability by bringing disabled people and businesses together. Check out this brilliant article, which has more hints and tips about how you can improve your recruitment processes for people with disabilities. https://wearepurple.org.uk/creating-an-inclusive-and-accessible-recruitment-process/
To find out more about Accessibility with an FXRecruiter website, contact our commercial director Peter Morrow on 08000 199737 or email@example.com.