Inclusive Interviewing: Elevating Equity and Talent in Your Hiring Process

Ashley Sims
Oct 1
6 min read

Updated: Oct 2

October is [National] Disability Employment Awareness Month (NDEAM)—a timely reminder to reexamine not only organizational culture but also the nuts and bolts of hiring. The interview process is one of the most consequential touch points: it’s where candidates are assessed, judged, and chosen. If access or bias plays a role here, the inequities ripple outward.

Illustration of two people converse at a table, one in a wheelchair, the other holding papers. A laptop is open, and a green check mark floats above.

Why Inclusive Interviewing Matters: The Context in Numbers

Persistent Employment Disparities

Since the COVID-19 pandemic began, disability employment saw significant progress, with about 1.52 million more working-age people with disabilities employed between early 2020 and 2024. This growth was driven in part by the rise of remote work, which removed many barriers, and strengthened Diversity, Equity, & Inclusion (DEI) initiatives that improved hiring practices and accommodations. The employment-to-population ratio steadily increased, reflecting real gains in access and inclusion.

However, this progress has stalled under the 2025 Trump administration. Federal deregulation, budget cuts to workforce programs, and political pressure to roll back DEI initiatives have disproportionately impacted people with disabilities, reversing some workforce gains.

People with disabilities remain employed at about half the rate of those without disabilities. These setbacks highlight the urgent need for targeted federal policies and organizational action to protect and build on the advances made during the post-pandemic recovery.

Recent data underscores these troubling trends:

The employment-to-population ratio for working-age people with disabilities fell from 38.3% in January 2025 to 37.0% in August 2025, marking a clear decline after several years of steady improvement.
Labor force participation for people with disabilities dropped from 42% to 40.8% over the same period, while participation among people without disabilities saw a slight increase.
People with disabilities are still employed at roughly half the rate of their non-disabled peers.

These developments serve as a stark warning: without targeted federal policies and proactive organizational practices, the disability employment gap risks widening once again, eroding the progress made during the post-pandemic recovery. The path forward demands deliberate intervention to safeguard and build on the advances in inclusion that were hard won in recent years.

Business Case: What Research Shows

A study by i4cp and Best Buddies found that among organizations hiring workers with disabilities, 59% cited “addition of highly motivated employees” and 59% saw inclusive culture as a recruiting differentiator.
Diversity and inclusion often correlate with stronger engagement, retention, and business performance.
A 2017 BCG study showed diverse teams (across gender, ethnicity, etc.) generate 19% more revenue on average. While not disability-specific, it underscores the innovation benefit of mixing perspectives.
McKinsey’s analyses suggest leadership diversity is linked to “holistic growth ambitions, greater social impact, and more satisfied workforces.”
According to Paycor, firms in the top quartile for gender and ethnic diversity in executive teams were 9% more likely to outperform peers financially.

Expanded Tips & Best Practices for Inclusive Interviewing

Creating an interview process that truly welcomes candidates with disabilities requires more than good intentions—it demands thoughtful, practical adjustments that address real barriers. The following evidence-informed tips go beyond basic accessibility to foster an environment where every candidate can showcase their talents without unnecessary hurdles. By embedding these best practices into your hiring approach, you not only improve fairness and equity but also unlock a broader pool of diverse, motivated, and capable talent.

1. Proactively Ask About Accommodations

Instead of waiting for a candidate to bring it up, invite them to request accommodations in advance (e.g., “Do you need any accommodations for the interview?”). This normalizes accessibility and reduces anxiety.

Why it matters: Candidates who need support may not feel safe self-identifying; giving explicit permission helps level the field.
Implementation: Include a line in email or scheduling templates; share contact for accommodations.

2. Communicate the Interview Format Clearly

Provide a roadmap: who will attend, how long, format (e.g. panel, tech test, presentation), and whether there will be a break.

Why it matters: For many neurodivergent candidates, ambiguity is stressful. Having structure can mitigate processing load and anxiety.
Best practice: Use a short one-page “agenda” or outline and consider sending discussion prompts or question themes in advance.

3. Use Person-First (or Preferred) Language

While defaulting to “person with a disability” is generally recommended, always defer to a candidate’s self-identification (some prefer “disabled person,” for example). It is also okay to ask what individuals prefer.

Why it matters: Language shapes power dynamics; respectful language signals inclusion and psychological safety.

4. Break Up Long Interviews

Avoid marathon sessions — schedule segments with short breaks in between (5–10 minutes).

Why it matters: Some candidates with chronic pain, fatigue, or attention challenges may struggle to maintain focus over long, uninterrupted blocks. Candidates can take a quick breather to collect their thoughts, get a drink of water, or partake in more casual conversation with interviewers — giving them a better sense of company culture.
Implementation: Institute a “breather break” halfway through.

5. Use Multi-Modal Communication

Whenever possible, reinforce spoken questions or tasks with visual aids, slides, whiteboards, or written instructions.

Why it matters: Multi-modal presentation benefits people with hearing loss, attention differences, neurodivergence, or processing speed variation.
Implementation: For tasks, send a one-page prompt; during panel interviews, use shared screens or visual cues.

6. Focus on Skills and Evidence, Not Assumptions

Craft interview questions and evaluation rubrics around objective competencies (e.g. “describe a time when…”), rather than subjective judgments.

Why it matters: Many unconscious biases—around speech, mobility, or appearance—can distort appraisal of competence.
Implementation: Use structured interviews with the same questions and scoring rubrics for all candidates. Blind or anonymized assessments can also help.

7. Accommodate Specific Needs During the Interview

For hearing impairments: face the candidate, speak clearly, use captions or assistive listening devices.
For vision impairments: provide large-print or accessible digital materials, describe any visual content verbally.
For those using interpreters: speak to the candidate (not the interpreter) and allow timing flexibility.

8. Minimize Environmental Distraction

Choose quiet rooms, remove clutter, ensure good lighting, control echo or background noise, and allow the use of noise-canceling headphones if helpful.

Why it matters: External distractions can disproportionately impact candidates with sensory sensitivities, ADHD, PTSD, etc.

9. Train Interviewers

Ensure interviewers are educated on disability etiquette, accessible communication, and implicit bias.

Why it matters: Even well-intended interviewers may unconsciously sabotage accessibility (e.g. interrupting, finishing sentences, dominating discussion).
Implementation: Role-play scenarios, share “dos and don’ts,” and require annual refreshers.

10. Allow Time for Reflection

Some candidates benefit from extra processing time before answering behavioral or hypothetical questions. Be flexible about pacing.

Common Pitfalls to Avoid

Don’t assume cognitive limitations based on visible disability
Just because someone uses a wheelchair or has a visible disability doesn’t mean their memory, judgment, or reasoning are affected.

Don’t rush responses
People with slower processing speeds or anxiety may need a few extra moments to formulate responses. Patience is inclusion.

Never handle assistive devices without permission
Devices like canes, wheelchairs, or communication tools are extensions of the person’s space. Always ask first.
Don’t penalize employment gaps or flexible work histories
Many candidates with disabilities have periods of reduced work due to medical needs, accessibility challenges, or caregiving responsibilities.

Avoid tokenism or condescension
Treat each candidate as a full professional. The aim is to include, not pity.

Download this Guide to Interviewing Individuals with Disabilities

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How Inclusive Interviewing Contributes to Broader DEI Goals

Enriches Employer Brand & Candidate Attraction

Research suggests that minority candidates (including people with disabilities) view organizations more favorably when they see representation and explicit inclusion practices.

Moreover, as 56% of workers say that DEI focus in their workplace is “mainly a good thing,” prospective talent often internalize corporate values when choosing employers.

Boosts Engagement, Retention, and Belonging

Employees who feel valued and institutionally respected are likelier to stay, contribute, and advocate.

Strengthens Innovation & Problem-Solving

Diverse teams bring varied perspectives, counter groupthink, and often surface unique solutions. The BCG finding of 19% higher revenue among diverse teams is one lens into this dynamic.

Improves Social Impact & Equity

Hiring equitably isn’t just internal; it signals external commitment. Organizations become anchors in their communities, helping reduce employment disparities and advancing systemic inclusion.

Measuring Success & Iterating

To ensure that inclusive interviewing is working—and to continually improve—organizations should track metrics and solicit feedback:

Accessibility requests and fulfillment rate
How many candidates asked for accommodations? Were all requests met?
Interview completion and dropout rates
Are candidates with disabilities disproportionately dropping out or withdrawing?

Offer acceptance and retention
Do candidates with disabilities accept offers at comparable rates? How long do they stay?

Candidate experience feedback
Offer anonymous post-interview surveys with optional sections on accessibility and comfort.

Interviewer feedback and audits
Periodically audit whether interviewers adhered to accessibility practices.

Inclusive interviewing is not a one-time fix, but a continuous commitment. When done well, it transforms hiring from a gatekeeping mechanism into a discovery process—one that centers potential and removes barriers. In doing so, organizations open doors to creativity, equity, and competitive strength.