Three tips for more inclusive interviews

National AccessAbility Week takes place from May 26 to June 1, 2024. 

Last year we looked at ways to make meetings more accessible; this year we explore ways to make the interview process more accessible with these helpful tips.   

For this year’s National AccessAbility Week the theme is "Forward Together: Accessibility and Inclusion for All," emphasizing the need for collective efforts to create a barrier-free Canada. In the spirit of this week, we hope you will find opportunities to: 

• Celebrate the valuable contributions and leadership of Canadians with disabilities 
• Highlight the work of people, organizations and communities that are removing barriers 
• Reflect on ongoing efforts to become a better, more accessible, and more inclusive Canada. 

An interview process for all 

The interview process can be daunting to some, and for those who have accessibility needs, these challenges can be magnified when the information needed to succeed can obscured. That is why we asked the Centre for Workplace Accessibility (CWA) to provide three tips for making interviews more accessible for everyone. Whether you are a manager, HR professional, or conduct interviews for research and academic purposes -- these tips can be instrumental in creating an environment where everyone has an equal chance to succeed.  

 THREE TIPS FOR MAKING INTERVIEWS MORE ACCESSIBLE 

1. Provide as much information as possible in advance. When scheduling the interview, provide the basic structure of the interview, what kind of questions will be asked, who will be in attendance, accessibility information of the building and surrounding area, and how long the interview process will last.  

2. Send interview questions in advance. Sending interview questions in advance to all candidates is considered best practice for accessibility and inclusion. If you have any hesitations about doing so, try selecting some interview questions to send in advance and let the candidate know there will be additional questions asked live during the interview. 

3. Ask ALL candidates if they need accessibility support. Many candidates may not feel comfortable or safe disclosing a disability. Inviting candidates to share their accessibility needs signals your desire to provide an inclusive interview. Provide candidates with CWA contact information in case they'd prefer to have a confidential discussion first.  

Here is some sample language you can include when inviting candidates to interview: 

"Please let me know if there is anything we can do to make the interview more accessible. You are also welcome to contact the Centre for Workplace Accessibility at workplace.accessibility@ubc.ca to explore accommodation and accessibility options, if needed. They will not share any information about you with me (or anyone on the hiring committee) without your consent." 

Additional considerations of more accessible interviews: 

• Enable autogenerated captions on virtual interviews 
• Ensure meeting rooms are free of clutter or tripping hazards  
• Identify and communicate the location of accessible washrooms nearby 
• Offer accessible parking if required (this can be coordinated through the CWA for candidates) 

These tips are just one small element of creating a more inclusive institution. If you’d like to learn more about making your interviews more accessible, or if you’d like to work on other disability-inclusive initiatives, please contact the CWA by email at workplace.accessibility@ubc.ca, or by phone at 604-822-8139.