Many organizations treat accessibility as just a compliance checkbox, checking the box to meet legal requirements and then moving on. But this mindset misses massive opportunities. When companies design truly inclusive hiring processes, they don't just help candidates with disabilities, but also improve the experience for everyone.
Forward-thinking employers are discovering that accessibility drives innovation, expands talent pools, and creates competitive advantages, so how do you move from minimum compliance to genuine inclusivity, and how do you do that at scale?

My guests this week are Business Psychologists Brittany Davies and Laura Kate Ruttle from <a href="https://talogy.com/en/">Talogy.</a> In our conversation, they share valuable advice on building an accessible assessment strategy, and we discuss how AI is shaping a whole new future for inclusive hiring.
In the interview, we discuss:
<ul>
 <li>The current challenges around accessibility and fairness in hiring</li>
</ul>
<ul>
 <li>The significant benefits to employers of going beyond the basic legal requirements</li>
</ul>
<ul>
 <li>Improving hiring for everyone</li>
</ul>
<ul>
 <li>Best practices for encouraging disclosure</li>
</ul>
<ul>
 <li>How AI can help</li>
</ul>
<ul>
 <li>How do you implement inclusive hiring at scale?</li>
</ul>
<ul>
 <li>Advice to TA leaders on what to prioritise</li>
</ul>
<ul>
 <li>The potential of personalized adaptive assessment</li>
</ul>
<ul>
 <li>What might the future look like?
</li>
</ul>
<a href="https://itunes.apple.com/podcast/recruiting-future-podcast/id963756980?mt=2&ls=1">Follow this podcast on Apple Podcasts.</a>

<a href="https://open.spotify.com/show/4u3Gl0l4pGBtIHOJZjLTrx?si=49641466567e44d6">Follow this podcast on Spotify.</a>

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