Q1 - I have received an application for a job from a person with a disability- what should I do now?

See this as an opportunity and not a problem - read the answer to the question "What value is there for me in employing a disabled person - What is the Business case?"

Do not worry about huge additional costs read the answer to the question "What Could be the financial implications for me of employing a blind, partially sighted or disabled person?"

There is often access equipment, such as software and assistive computer technology that blind, partially sighted and disabled people can use to enable them to use all the same mainstream computer programs used in offices - including all the main Microsoft programs (Word, Outlook, Access, Excel, etc. Even bespoke in house database systems can be programmed to work with access technology.

Other adaptations can also be as simple as improving lighting, or providing paperwork in a larger font.

If you don't know don't ask - "Can you do that?" ask -"How do you do that?" either before or after the formal interview process. If you ask a disabled person a question during interview that you have not asked to non-disabled candidates you may be challenged.

It is worthwhile making the effort to get this right for all the benefits it might potentially bring.

Interviewing applicants

Interviews

Think carefully about interviews and the selection process. Seek advice from specialist organisations.

Treat each applicant as an individual and tailor your process around his or her needs. If an applicant has told you they are blind or partially sighted this gives the opportunity to do this and it is your legal obligation to ensure adjustments are made in the interview.

These are just some brief pointers

Selection Process

Application packs should be available in a variety of formats, including electronic, (which is often preferred by blind and partially sighted people. ) Adhere to best practice using a proper job description and application form and short list those who are suitably qualified on paper. Use a separate anonymous monitoring form to record applications from disabled people and to record the ethnic background of applicants. This is good practice as it allows you to separate sensitive information which could lead to a prejudicial judgment being made when reviewing the application form.

Seek help from specialist organisations in making packs available if more formats such as large print, Braille, or spoken/recorded versions are needed.

Invite applicants to identify any particular arrangements they may need e.g. seating arrangements and accept that in a few instances a support worker may be in attendance.

Make sure that the applicant is told the names of those conducting the interview and the layout of the room.

Allow applicants to raise disability related issues by a more open-ended style of questioning such as, "Are there any points or questions you have about working patterns and reasonable adjustments that you would like us to consider?

Any tests or forms to be filled in during the interview must be made available in the most accessible format for the applicant. Asking the applicant will allow you to make the appropriate adjustment. Approach specialist organisations for help and support in this.

Apply for a free preliminary environmental assessment under the Visage Project to get hints and tips on making your business premises as accessible and safe as possible for all staff and customers, irrespective of disability.

Try to give an interview to all suitably qualified disabled applicants who meet the minimum criteria for the job. This is not favouritism but a way to overcome discrimination and give equality of treatment- you are not expected to grant interviews to unqualified applicants! If you make this commitment you can qualify for the "Positive about Disability - Two Ticks Scheme" which demonstrates good practice and social responsibility.

Remember that the Disability Discrimination Act applies to all employers and you have a legal duty to be fair and not to discriminate against disabled people.