I’m an employer. How do I make my application process accessible to people with sight loss?

The application process is your first opportunity to make sure you open up a job to the best possible range of candidates, including blind and partially sighted people.

  • Advertise jobs where blind and partially sighted people can access them. For example, speak to a disability employment advisor at Jobcentre Plus or post the vacancy on an accessible website that works with screen magnification and screen reading software, such as Guardian Jobs or Monster
  • Make sure that the application form and pack is available in an accessible format such as large print or as an electronic document. This is a requirement under the Equality Act. Alternatively, you could offer a reasonable adjustment to the recruitment process, for example allowing someone to complete the form over the phone
  • Your application form can ask applicants if they need any support at the interview. However, the applicant is not required to disclose if they are blind or partially sighted at this stage
  • Consider including an equal opportunities statement, and a disability statement in your advertisement, outlining your commitment to equality and diversity
  • Sign up for the 'Disability Confident' campaign. This shows a commitment to equality in the area of recruitment and retention of people who are blind or have a disability
  • Make sure that all staff involved in selection and interviews understand equality and diversity. This is to make sure that they deal with all applications in a fair way and promote equality of opportunity.

Further information for professionals can be found on RNIB's Employing a blind or partially sighted person web pages.

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