When a Review Panel Asks About Disability Recruitment, What Does Your Documentation Show? 

Three things can be true at once. Your organisation supports the social model of disability. Your recruitment process welcomes disabled candidates. Your workforce data shows consistent underrepresentation. All three sit alongside each other because sourcing strategy is the gap between stated commitment and measurable outcome.

Section 149 of the Equality Act 2010 requires public sector employers to have due regard to the need to advance equality of opportunity. In recruitment, that means actively considering who your sourcing strategy reaches. 

The strongest organisations treat specialist sourcing as governance infrastructure. They build multi-strand models that include dedicated disability channels alongside mainstream routes. They document sourcing decisions at vacancy level. Senior leaders carry accountability for outcomes, and those outcomes are reported.

The Equality and Human Rights Commission monitors compliance with the Public Sector Equality Duty. Charity trustees carry personal responsibility for equality governance. University governing bodies face HESA transparency requirements. Housing regulators scrutinise diversity data. In each case, the documentation that matters most is the sourcing record.

The Disability Network gives your organisation a specialist, established route to disabled candidates across the UK.

When a review panel asks how your recruitment was designed to reach disabled candidates, your sourcing records will provide the answer. Speak to us about building those records today.