Employers tell us they want talented, committed people and hiring practices that are straightforward, low-cost and low bureaucracy. Yet research shows good intentions often stall: 76% of jobseekers with disability have been unable to finish an application because of inaccessible systems, and 71% believe discrimination is embedded in online recruitment.

For people with low vision or blindness the first barrier isn’t bias, it’s basic inaccessibility. As one survey respondent put it:

“If you can’t design a job ad that blind people can read, how can you design a workplace where we can work?”

 

Why this matters

Inclusive hiring isn’t just good ethics, it’s good business. Small changes like accessible job ads, flexible interview formats, and clear adjustment processes expand your talent pool and improve retention. Our research found vague criteria and inaccessible systems are the top reasons qualified candidates never apply.

Zara, 19 year old para-athlete, writer, public speaker and disability advocate had this to say:

“If I had to redesign the recruitment process, I would have a couple of things as priorities. [Be] willing to communicate back and forth more than you might ordinarily, having that accessibility first mindset rather than leaving it as an afterthought.”

 

Commit to inclusive workplaces

Take the pledge is a simple, practical commitment for organisations to embed inclusive recruitment and workplace practices for everyone, including people with low vision or blindness. It’s part of a broader movement to make employment accessible, equitable and fair.

 

What taking the pledge means

When your organisation takes the pledge, you commit to three things:

  • Remove unnecessary barriers in recruitment and workplace systems.

  • Learn from lived experience by using the expertise of people with low vision or blindness when designing roles, systems and onboarding.

  • Take meaningful action to support workforce diversity and show that commitment publicly.

This isn’t about long policies or legal jargon. It’s about practical, implementable changes that make it easier for great candidates to apply, interview and succeed.

 

What you’ll get when you pledge

We’ve designed a 5-week micro-learning program with short, actionable modules that fit into a busy calendar:

  • Weekly micro-learning modules (10-15 minutes each).

  • An Inclusive Employment Guide. A compact, practical booklet.

  • Interviewing Tips tailored for inclusive candidate engagement.

  • Guidance on publishing an Inclusive Commitment Statement on your website.

  • Video stories from lived-experience advocates like Zara.

  • Short reflection exercises to track progress.

  • A Certificate of Completion to recognise your organisation as an Inclusion Ally.

All materials are written for busy people: short, practical, and ready to use.

 

Immediate benefits for your business

  • Practical tools your team can apply next week to attract a broader talent pool.

  • Recognition as an Inclusion Ally, a visible signal to customers, partners and prospective employees.

  • Support to share your commitment publicly with a tailored statement.

  • Connection to a network of organisations sharing wins, resources and lessons learned.

Inclusive hiring improves culture, productivity and retention. Small changes such as better job descriptions, accessible interview formats, thoughtful workplace adjustments, deliver outsized returns.

 

Real examples (what good looks like)

  • Rewriting role descriptions to focus on outcomes rather than physical tasks.

  • Offering multiple interview formats (phone, video with captioning, or audio).

  • Providing an accessible onboarding pack and a workplace adjustments plan co-designed with the new employee.

  • Designing simple workplace checks (digital accessibility, clear wayfinding, assistive technology readiness).

These adjustments are often low cost and high impact, and we’ll show you exactly how to implement them, week by week.

 

Why now?

Every inaccessible job ad is a missed opportunity. Our research shows:

  • 4 in 5 jobseekers avoid asking for adjustments because they fear discrimination.

  • Inclusive language appears in on 3-7% of job ads on major platforms.

  • Silence and inconsistency break trust, candidates skip future listings from organisations that fail to follow through.

 

How to join

  • Take the Pledge for Inclusive Workplaces and receive everything you need to begin creating a more inclusive workplace, step by step and week by week.

  • For further information or to discuss how the pledge can be tailored for your organisation, contact our team socialchange@guidedogs.com.au