The Commission and its state and territory If applicable, the employer can include links counterpart bodies recommend that all to relevant disability employment strategies, advertisements and selection Disability Action Plans, diversity and documentation for the special measures inclusion plans, or other relevant position(s) contain the wording: documentation in any online advertisements for the position/s. ‘The filling of this position is intended to constitute a special measure under section 45 of the Disability Discrimination Act 1992 (Cth), and [insert relevant provisions of state/territory acts]. The position/s is/are therefore only open to applicants with disability/ applicants with [insert particular disability].’ 5.3 Communicate the intention of the recruitment strategy Communicating the intention of a targeted recruitment strategy throughout its development and implementation is crucial to ensuring that it is well understood. The employer’s intention, including the legal provisions relied upon, should be reflected in the internal documentation prepared in planning the measure, the job description, advertisements for the position/s, the information provided at a formal interview, and any recruitment documentation provided to the successful applicant/s. Employers can also consider the involvement and value of a diversity inclusion officer or trained human resources representative for any targeted positions. This person will be able to ensure a recruitment process that is accessible and inclusive and explain the concept of, and justification for, special measures if required. 5.4 Seek the participation and inclusion of persons with disability in the strategy’s design and implementation The Commission supports the full and effective participation and inclusion of persons with disability in identifying and responding to matters that affect them, including employment. It strongly encourages employers to seek the expertise and participation of their existing employees with disability, disability support network groups, and disability representative groups when considering and implementing a targeted recruitment strategy. This would include seeking views on the merits and design of such a strategy, having regard to alternative approaches, to ensure that it is well-supported and fit for purpose. Guidelines for the targeted recruitment of people with disability | 35