Finding inclusive employers, opportunities and starting work 

No employer will be perfect, and an accreditation or statement does not guarantee that every applicant or employee will have the same experience. However, there are signs that can help you assess how seriously an organisation approaches disability inclusion.

You might look for:

• clear information about recruitment adjustments
• a named contact for adjustments or access requirements
• accessible application forms and recruitment materials
• information about workplace adjustments
• flexible working policies
• staff networks for disabled, neurodivergent or long-term health condition communities
• employee stories, blogs or case studies
• visible senior commitment to disability inclusion
• wellbeing and mental health support
• transparent equality, diversity and inclusion reporting
• partnerships with specialist disability organisations
• accessible office or workplace information
• clarity around hybrid working, travel, office access and working patterns

It is helpful to look for practical evidence, not just positive statements. For example, does the employer explain how to request adjustments? Do they provide a contact email? Do they explain the recruitment process clearly? Do they show evidence of disabled or neurodivergent employees being supported and progressing within the organisation?

You may come across schemes, memberships or networks that can help you assess an employer’s approach to disability inclusion.

Disability Confident is a UK Government scheme for employers. You may see the Disability Confident symbol on job adverts, careers pages or recruitment materials. The scheme can be a useful starting point, but it should not be the only thing you consider.

Business Disability Forum works with employers to improve disability inclusion in recruitment, employment and services. Membership can suggest that an employer is engaging with disability inclusion, but it is still worth looking at how this appears in practice.

Staff networks can also be useful. Many larger employers have staff networks or employee resource groups focused on disability, neurodivergence, mental health or other areas. A staff network does not guarantee an inclusive culture, but it may suggest there are routes for peer support, employee voice and internal advocacy.

You may want to ask employers questions at careers fairs, networking events, interviews or after receiving an offer. Choose the questions that feel relevant to you.

Possible questions include:

• What adjustments are available during the recruitment process?
• Is there a named contact for access requirements?
• Can you share the interview or assessment format in advance?
• How does the organisation support disabled and neurodivergent employees?
• How are workplace adjustments agreed?
• Are managers trained in inclusive management?
• Are there disability, neurodiversity or mental health staff networks?
• What flexible working options are available?
• How do you support new starters?
• Is there support with Access to Work?
• How are adjustments reviewed once someone is in role?

You do not need to ask everything at once. You can decide what information would help you make an informed decision.

Some organisations offer targeted opportunities, internships, mentoring, work experience, job boards or development programmes for disabled and neurodivergent students and graduates.

These can be useful if you would value employers or organisations that have already thought carefully about accessibility, support and inclusive recruitment.

You may want to explore:

• disability-specific internships
• neurodivergent-specific opportunities
• mentoring programmes
• insight days
• accessible job boards
• positive action programmes
• sector-specific schemes
• supported employment organisations
• disability-focused graduate careers platforms

Below is not an exhaustive list, and opportunities may change. Please check eligibility, deadlines and application requirements before applying.

Disability-focused job boards and careers platforms

• MyPlus Students’ Club
• EmployAbility
• Evenbreak
• Careers with Disabilities
• Disability Jobsite
• VERCIDA
• Patchwork Hub
• Reach by Equal Approach

Neurodivergent-specific support and opportunities

• Neurodiversityjobs.co.uk
• Ambitious about Autism
• Employment Autism
• AS Mentoring
• ADHD UK workplace resources
• British Dyslexia Association workplace guidance

Internships, mentoring and early careers programmes

• OxAbility
• The ABL Foundation
• Ingeus - Change 100
• BBC Extend
• City Disabilities
• Blind in Business
• Creative Access

Starting work can be exciting, but it can also bring new questions. You may be moving from university support into workplace support, which may feel different.

You might want to think about:

• whether to talk to your manager or HR about a disability, neurodivergence or health condition
• what adjustments may help you do the job well
• whether Access to Work could support you
• how your working pattern, environment or commute may affect you
• what information you want your manager to know
• whether you want to join a staff network
• how to manage energy, workload, communication or health alongside work
• what to do if your needs change
• how to ask for support if something is not working

You do not need to wait until something becomes difficult before asking for support. It can be helpful to think about adjustments, induction and working preferences before you start.

Access to Work is a UK Government scheme that can provide support if you have a physical or mental health condition or disability and need help to get or stay in work.

Depending on your circumstances, Access to Work may be able to help with specialist equipment, assistive software, support workers, job coaching, travel support, communication support at interviews or mental health support at work.

It can be useful to look into Access to Work after receiving a job offer or before starting work, especially if you think you may need support that goes beyond adjustments your employer can provide.

Disability Rights UK provides detailed guidance on Access to Work, including eligibility, the application process and the types of support that may be available.

Some disabled and neurodivergent students and graduates are interested in self-employment, freelancing or portfolio careers because these routes may offer flexibility, autonomy and greater control over working patterns or working environments.

Self-employment can be positive, but it can also involve uncertainty and additional responsibilities. It is worth thinking carefully about:

• income and financial planning
• tax and legal responsibilities
• managing workload and energy
• client communication
• networking and marketing
• equipment and workspace
• access needs
• isolation and support networks
• whether Access to Work could be relevant
• where to get business advice

You may also want to explore business support, start-up advice, mentoring, funding and networks for disabled entrepreneurs. General guidance from EnSpire Oxford may also provide useful.

If you are researching employers, looking for targeted opportunities, considering self-employment or preparing to start work, you can book a careers appointment.

Careers advisers can help you think through your options, prepare questions for employers and identify next steps.