5. Practical guidance on designing and
implementing a targeted recruitment strategy
This section sets out practical steps an
The recruitment should be consistently
employer can take to make it clear that a
documented as a targeted employment
targeted recruitment strategy for people
strategy to address the under-
with disability is a special measure, as well
representation of persons with disability in
as ensuring that targeted recruitment
employment in the employer’s
programs are truly accessible to people with
staff/industry/local area, or to meet the
disability.
special needs of persons with disability.
Taking these steps will minimise the risk of
A written record of the intent and evidence
complaints that such measures are
for the special measure will not only be
unlawfully discriminatory and provide
important to demonstrate that the
evidence to dispute such a claim in the
recruitment strategy is a special measure,
unlikely event a complaint is made.
but also will be useful in gaining executive
Following these steps will also enhance the
support for the strategy within the
success of any targeted recruitment strategy
organisation.
by ensuring accessibility for people with
disability.
An employer can also use this information
to measure the success of the strategy, to
5.1 Document a clear intention
It is important for an employer to document
why and how a targeted recruitment
strategy will be a special measure to benefit
people with disability. This documentation
should address all the requirements
mentioned in Part 4 above. The template
attached as the Appendix to the Guidelines
can be used for this documentation.
determine whether and when its objective
has been achieved.
5.2 Establish the legal basis for
targeted recruitment
It is good practice for an employer to clearly
identify that its decision to target candidates
with a particular disability for a certain
position (or group of positions) has a legal
basis by making reference to the ‘special
measure’ provisions in the relevant
legislation. This will minimise the risk of
other applicants challenging the
employment as a possible breach of antidiscrimination laws.
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