5.5 Ensure inclusive communication 5.6 Establish accessible and inclusive recruitment practices When developing a targeted recruitment When looking to recruit people with strategy, an employer should be mindful to disability, an employer should be mindful to ensure that all forms of workplace ensure that it establishes accessible and communication are accessible and inclusive. inclusive recruitment practices. An employer This is an integral part of facilitating access can proactively connect with candidates with and inclusion in the workplace. Accessible disability by: and inclusive communication means that messaging and information meets the communication needs of everyone within the community and that the target audience can access, understand and engage with the information being shared. Depending on the • engaging with a Disability Employment Services provider or disability organisations that support people with disability • advertising on job search sites dedicated needs of the target audience, this may to people with disability, including involve: toozly.com.au. • providing job advertisements in alternative formats, including hard copy, audio, large print and Easy Read • ensuring job advertisements can be easily read by screen readers • avoiding platforms requiring people to download additional software • including contact details for the National Relay Service to assist candidates who are deaf or have a hearing impairment. It also means using inclusive and respectful language, and developing accessible and inclusive written communications. For more information, see the Commission’s IncludeAbility – Creating Accessible and Inclusive Communications Guide. The People with Disability Australia – Language Guide also contains useful guidance in relation to the use of inclusive language. An employer can also take steps to ensure that its job advertisements are accessible, including by: • encouraging applicants to request any reasonable adjustments needed to assist them through the application and recruitment process • indicating a willingness to customise the role for the right candidate • avoiding including any non-essential requirements in the position description (for example, having a driver’s licence if this relates to sporadic travel). At the interview stage, an employer should ask candidates if they require reasonable adjustments and facilitate these, and ensure that the physical location or online platforms being used for interviews are accessible. The Commission’s IncludeAbility Attracting and Recruiting People with Disability to your Organisation Guide provides more information and advice to employers on these areas. Guidelines for the targeted recruitment of people with disability | 36