Decision Tree Activity MOD 6

Step 1: Job Description The hiring manager provides a job ad that states: “Must have excellent verbal communication and a strong physical presence.”

Options:

Approve the job ad as provided.

Revise the description to focus on core tasks and offer accommodations.

Step 2: Advertising + Outreach You are deciding where to post the job.

Options:

A) Post only on your organisation’s website and LinkedIn.

Post widely and include disability employment networks (e.g., EURES, disability NGOs, accessibility job boards).

Step 3: Interview Format A shortlisted candidate discloses they are deaf and request captioning for the interview.

OPTIONS:

Ask if they can manage without, due to budget limits.

Provide live captioning or a sign language interpreter and share questions in advance.

Conclusion Slide

Well done! You’ve navigated a real-world inclusion journey. Inclusion is a continuous process — every choice counts. Reflection Which decisions support inclusion the most? How might your organisation embed these choices into standard policy?

❌ This limits reach and continues recruitment patterns that exclude underrepresented groups.

✅ Correct. Inclusive language welcomes diverse applicants and reflects legal duty to accommodate.

✅ Correct. This ensures equal participation and a fair assessment.

❌ Refusing accommodations is discriminatory and undermines trust.

✅ Correct. This expands the talent pool and signals inclusion.

❌ This may exclude candidates with hearing, speech or mobility disabilities. It reinforces bias.