In 2016, the government announced that the Guaranteed Interview Scheme (GIS) — a scheme guaranteeing interviews for disabled applicants — had been replaced by a broader disability inclusion initiative: the Disability Confident Scheme. Although this switch happened some time ago, those more familiar with GIS may be unsure about their current rights and responsibilities. To clear up any confusion, we’ll be taking a closer look at the key changes.
The Guaranteed Interview Scheme was introduced in the 1990s as part of the UK government’s efforts to promote equality in the workplace.
Under the scheme, employers were encouraged to offer guaranteed interviews to applicants who were disabled and met the minimum criteria for a job. At the time, businesses could voluntarily sign up to the scheme as a way of demonstrating their commitment to diversity and inclusion. In 2016, the scheme ended and was replaced by the Disability Confident Scheme (DCS).
Unlike the Guaranteed Interview Scheme, which focused solely on offering interviews to disabled people, the Disability Confident Scheme is more holistic, addressing multiple stages of employment in order to support both the recruitment and retention of disabled staff.
In addition to giving employers access to resources for improving inclusivity, it promotes public recognition through formal accreditation at three different levels. These levels provide flexibility and allow organisations to improve their inclusivity practices at their own pace.
If you’ve been following our recent blogs on DEIB and inclusion for mental health, you’ll know that equity is vital for an inclusive workplace — and guaranteed interview schemes put that principle into action.
As well as acknowledging the barriers that can prevent disabled people from having a fair chance in the job market, these schemes also ensure that employers focus on an applicant’s skills and experience, rather than false assumptions based on disability.
Even when individuals meet all of the minimum requirements for a role, the interview stage can be one of the toughest parts of the recruitment process. Guaranteed interview schemes give these individuals the opportunity to showcase their abilities in person. This is something that might never happen if biases or inaccessible recruitment practices stand in the way.
Disabled people face many barriers when it comes to securing job interviews. Some of these stem from deep-rooted societal biases; others are due to systemic issues within recruitment practices.
Here are some typical difficulties a disabled jobseeker might have to face:
Employer Bias (Conscious or Unconscious): Whether they intend to or not, many employers hold stereotypes or assumptions about what disabled people are capable of, often underestimating their abilities. These biases, even when unintentional, can influence decisions about who gets shortlisted and who doesn’t.
Inaccessible Recruitment Processes: From inaccessible online application systems to interview venues that aren’t wheelchair-friendly, many disabled candidates are excluded simply because the process isn’t designed with them in mind.
Gaps in Employment History: Disabled individuals are much more likely to have taken time off work due to health conditions or other challenges. This can put doubt in the minds of employers, even if a person is well-qualified for a role.
Fear of Discrimination: Some disabled applicants may even choose to hide their disability, fearing it might harm their chances of success. However, keeping quiet could reduce their chances of being picked for an interview — especially if there are gaps in their work history with no clear reason why.
Lack of Understanding from Employers: Some employers may not be properly educated on how to support disabled candidates or make reasonable adjustments. This often leads to missed opportunities to engage with talented individuals.
Your go-to monthly newsletter for creating inclusive environments for neurodivergent talent in the workplace
Much like the previous scheme, the DCS encourages guaranteed interviews for anyone who meets the minimum requirements for a role and is recognised as having a disability under the Equality Act 2010.
While not a legal obligation in itself, failing to honour a guaranteed interview commitment may lead to reputational damage and the loss of Disability Confident status. In some cases, businesses may also face claims of disability discrimination, especially if other evidence of discriminatory practices exists.
Along with the Disability Confident Scheme, there are several other key initiatives in the UK aimed at supporting disabled people in the workplace. These are:
Access to Work: An important government programme that provides practical and financial support to disabled individuals in employment. This includes funding for equipment, workplace adjustments, and transport costs.
The Work and Health Programme: A helpful government initiative that focuses on offering tailored support for disabled people and those with long-term health conditions who are looking for work.
Jobcentre Plus Disability Employment Support: The Jobcentre Plus has designated advisors who provide specialised employment support for disabled individuals. These advisors can help with everything from job searching and CV writing to accessing disability-focused schemes like those mentioned above.
Much like the original Guaranteed Interview Scheme, all of these initiatives aim to tackle the complex barriers disabled people face when seeking employment or trying to advance their careers.
Our small but mighty team builds leading-edge software that people love. We pride ourselves on a user-led approach to product design. The voice of the customer shapes what we create and that’s exactly how great assistive tech should be made.
