How to Make Interviews More Inclusive

Interviews are a crucial step in the hiring process, but for many disabled and autistic candidates, they can also be a major barrier. Employers in the UK have a legal duty under the Equality Act 2010 to make reasonable adjustments for disabled people during recruitment. But more than that, creating a more inclusive process can help you tap into a diverse, talented pool of candidates who might otherwise be overlooked.

Here’s what employers can do to make interviews more inclusive, and why it’s important to take each candidate’s needs into account - especially when supporting autistic people and others who are disabled.

Why Inclusion Matters at the Interview Stage

Interviews are often designed to test social skills, confidence, and ability to “sell yourself” under pressure. But for many disabled and autistic candidates, these are not an accurate reflection of their skills, work ethic, or potential. Inaccessible processes don’t just disadvantage individuals, they also stop employers from hiring the best person for the job.

What Are Reasonable Adjustments?

In UK employment law, reasonable adjustments are changes an employer can make to remove barriers for a disabled person, as long as they are practical and don’t disproportionately affect the business. These adjustments depend on the individual and the situation, but in the context of interviews, they might include:

• Holding the interview in an accessible room or building.

• Allowing extra time for written tasks or tests.

• Providing a British Sign Language interpreter.

• Offering alternatives to group exercises or informal meet-and-greets.

The key word here is reasonable; employers are not expected to make changes that would cause undue hardship to the business, but they are expected to make genuine efforts to include disabled candidates.

Interview Adjustments for Autistic People

While no two candidates are the same, certain adjustments can help level the playing field for autistic people. Remember, not everyone will want or need all of these so it’s always best to ask candidates what would work for them.

Here are some commonly helpful adjustments:

Provide Questions in Advance

Many autistic candidates process information differently, and having time to prepare can help them give better, more complete answers. Sharing the questions or topics ahead of time doesn’t compromise the fairness of the process; in fact, it makes it fairer.

Skip Pre-Interview Personality Tests

Some organisations use automated personality tests to screen applicants before they even reach interview stage. But these tests are often biased against autistic applicants because they assume a neurotypical way of thinking and responding. Consider removing these, or at least offering alternative ways to demonstrate suitability.

Offer Video Interviews

Travelling to a new and unfamiliar place can add unnecessary stress, particularly for autistic people or those with mobility difficulties. Giving candidates the option to have a video interview instead can help reduce anxiety and let them focus on their answers.

Be Flexible With Timing

Some candidates may find early morning interviews difficult due to medication, care responsibilities, or conditions that affect their energy levels. Offer a choice of times where possible.

Take Each Person as an Individual

It’s worth remembering that there’s no one-size-fits-all approach when it comes to inclusivity. Not every autistic person, for example, will find advance questions helpful, or some may prefer in-person interviews over video. The most important thing you can do is ask: “Is there anything we can do to make the interview process more accessible for you?”

This simple question not only shows you care, it also ensures that the adjustments you make are actually helpful to the individual.

The Benefits of Inclusive Interviews

Making your interviews more accessible isn’t just about ticking a box, it’s about opening up your organisation to a wider range of skills, experiences, and perspectives. Autistic and disabled candidates often bring unique ways of thinking, creative problem-solving, and attention to detail that can enrich your team.

By making adjustments at the interview stage, you’re sending a clear message: everyone is welcome here.

Final Thoughts

Inclusive hiring starts with inclusive interviews. Being aware of reasonable adjustments and offering them proactively can make all the difference for autistic candidates, or anyone else who needs a little extra support.

So next time you’re scheduling interviews, remember: accessibility doesn’t have to be complicated. Ask what candidates need, stay open to reasonable changes, and you might just find your next star employee among those who’d otherwise have been excluded.