How We Helped CASBA Advocacy Recruit Inclusively – A Case Study

As an HR consultancy committed to equality and inclusion (it’s part of our values!), we recently supported one of our retained clients in transforming their recruitment processes to become more inclusive to individuals with learning disabilities.

CASBA Advocacy is a charity dedicated to helping people with learning disabilities to get their voices heard and their rights accepted, and with only 5.1% of adults with a learning disability in paid work (according to Mencap), we both knew this was a meaningful opportunity to drive real change and lead the way forward.

Understanding Learning Disabilities in the Workplace

A learning disability affects the way a person understands information and how they communicate. It is different for everyone and can be mild, moderate, severe or profound. In call cases, it is classed as a lifelong condition and cannot be cured. Many individuals with learning disabilities are more than capable of working effectively with the right support in place.

However, traditional recruitment methods, such as online-only applications, formal panel interviews, or rigid qualification criteria, can often act as unintentional barriers. To create inclusive workplaces, employers need to actively remove these obstacles and embrace tailored adjustments.

What the Law Says: A Quick Refresher

The Equality Act 2010 protects individuals with disabilities, including learning disabilities, from discrimination at work. Employers must avoid both direct and indirect discrimination and are legally required to make reasonable adjustments where a disabled person may be at a disadvantage.

These adjustments might include:

• Using simpler job descriptions or providing information in accessible formats such as Easy Read
• Offering support during onboarding or training
• Allowing flexibility in how tasks are performed

Our Inclusive Recruitment Project: A Case Study

CASBA wanted to improve the diversity across their team and increase the number of employees with lived experience of learning disabilities. As part of this, they wanted to ensure people with learning disabilities felt welcomed and supported to apply.

We worked with them to:

• Audit and Redesign Job Adverts

We stripped out jargon, ensured plain English was used, and highlighted that the organisation actively welcomes applications from disabled people. We included an offer to provide the application in different formats, such as Easy Read.

• Adapt the Application Process

Instead of online-only applications, we introduced the option to submit paper or video CVs or express interest via a short call or email. We also removed unnecessary qualification criteria and placed more emphasis on values, attitudes and lived experience.

• Introduce ‘Work Trials’ Instead of Formal Interviews

For roles where traditional interviews might present a barrier, we supported the CASBA to offer short work trails instead, giving candidates the chance to demonstrate their ability on the job.

• Implement Ongoing Support

We helped CASBA to design a meaningful follow-up process once employed, including simplifying the onboarding and induction process to be more accessible and put in place regular check-ins to ensure employees are supported and reasonable adjustments are made.

The Outcome: Confidence and Inclusion

• CASBA reported an increase in applications from people with disabilities and a more inclusive culture overall. One of their recent hires with lived experience of a learning disability is now thriving in a role co-chairing one of their self advocacy groups. A fantastic example of the positive impact inclusive recruitment can have.

How Your Organisation Can Start Recruiting Inclusively

• If you’re looking to take steps toward inclusive hiring, here are some practical ways to begin:
  • Review job adverts and descriptions for accessibility
  • Simplify the application process and remove unnecessary barriers
  • Offer work trials as an alternative to traditional interviews
  • Train your team on disability awareness and reasonable adjustments
  • Partner with local organisations or Jobcentre Plus to reach underrepresented groups

Case Study

• We’re Here to Help

  At Limelite HR & Learning we help organisations build inclusive, accessible workplaces from recruitment audits to training and policy support.

  If you’re ready to recruit more inclusively or need help meeting your obligations under the Equality Act, we’d love to support you.

  Contact us today to discuss how we can tailor our support to your business needs.

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