BeAccessibleEmployment Intelligence

Accessibility tools

Adjust the display for this browser. Your choices stay on this device.

Read aloud is ready.

Employer portal · Green & Future Economies

Green Workforce Employer Readiness Diagnostic

Assess whether your organisation is ready to recruit, onboard, accommodate, develop and retain disabled people across the emerging green economy.

This diagnostic does not certify an employer or automatically unlock candidate referrals. BeAccessible review remains required.

Methodology version: 2026.09.green-workforce-v1

For each statement choose the option that best describes your current practice. “Not applicable” requires an explanation. Evidence confidence is recorded separately from readiness.

1. Recruitment Accessibility

GW-Q01: Are job advertisements and vacancy information provided in accessible formats?

Examples: vacancy template, careers page or accessible recruitment communication.

GW-Q02: Does your recruitment process provide a clear way for candidates to request reasonable accommodation?

Describe the request channel, responsible contact and response process.

GW-Q03: Are online application and recruitment systems accessible to disabled applicants, or is an accessible alternative available?

Consider keyboard access, screen readers, visible focus, forms, errors and time limits.

GW-Q04: Are essential job requirements distinguished from traditional or unnecessary ways of performing the work?

Provide a sample role profile or job-analysis approach.

Back to top

2. Workplace Accessibility

GW-Q05: Has the organisation assessed the accessibility of workplaces used by employees?

Examples: office, project site, training venue or temporary workplace review.

GW-Q06: Can workstations, equipment or work arrangements be adapted when required?

Describe how workstation, technology, equipment or working-method changes are arranged.

GW-Q07: Are emergency and evacuation arrangements inclusive of disabled employees and visitors?

Provide emergency procedures, assistance arrangements or drill evidence.

GW-Q08: Are accessibility requirements considered when employees are assigned to project sites, field locations or remote work environments?

Describe how site, transport, facilities, communications and accommodation needs are checked.

Back to top

3. Digital Accessibility

GW-Q09: Can employees use essential HR and workforce systems with keyboard-only navigation and assistive technology, or is an accessible alternative available?

Consider leave, payroll, timesheets, benefits, performance and employee self-service.

GW-Q10: Are internal digital documents and communications routinely created in accessible formats?

Examples: Word, PDF, presentations, email and forms.

GW-Q11: Is accessibility included when new digital technology is purchased or commissioned?

Provide procurement criteria, supplier requirements or accessibility verification steps.

GW-Q12: Are digital accessibility problems reported, tracked and remediated?

Describe the reporting, ownership, prioritisation and escalation route.

Back to top

4. Reasonable Accommodation

GW-Q13: Does the organisation have a clearly defined reasonable-accommodation process?

Provide the policy, workflow, form or assisted-completion route.

GW-Q14: Do employees know how and where to request accommodation?

Provide the employee-facing request route or onboarding communication.

GW-Q15: Are responsibility, approval and implementation timelines defined for accommodation requests?

Describe who receives, approves, purchases, implements and follows up requests.

GW-Q16: Is sensitive disability and accommodation information handled confidentially and only shared where necessary?

Describe access controls, privacy notices, retention and need-to-know handling.

Back to top

5. Accessible Skills Development

GW-Q17: Are mandatory training and learning materials accessible?

Consider onboarding, safety, compliance, online modules, video and assessments.

GW-Q18: Can disabled learners request reasonable accommodation for training and assessment?

Describe the learning or assessment accommodation request route.

GW-Q19: Are trainers, facilitators or learning staff equipped to support accessible and inclusive learning?

Provide training, guidance or facilitator support evidence.

GW-Q20: Does the organisation use flexible learning methods that provide more than one way to access, participate in or demonstrate learning where appropriate?

Describe UDL, flexible participation or alternative assessment approaches.

Back to top

6. Manager & Supervisor Capability

GW-Q21: Do managers and supervisors understand their role in reasonable accommodation?

Provide manager guidance, training or practical job aids.

GW-Q22: Do managers know where to obtain expert assistance when an accessibility or disability-inclusion issue arises?

Describe the escalation or specialist-support route.

GW-Q23: Are managers expected to create inclusive working environments and held accountable for relevant actions?

Provide management expectations, KPIs or governance evidence.

Back to top

7. Career Progression & Retention

GW-Q24: Can disabled employees access development, promotion and leadership opportunities on an equitable basis?

Describe accessibility of internal vacancies, mentoring, leadership and development.

GW-Q25: Does the organisation monitor whether disabled employees experience barriers affecting retention or progression?

Describe privacy-safe workforce outcomes, feedback or barrier monitoring.

Back to top

8. Green Occupational Opportunity Mapping

GW-Q26: Has the organisation identified green-economy roles across technical and non-technical functions?

Provide job-family or workforce-planning examples.

GW-Q27: Are roles analysed according to essential job functions rather than assumptions about which jobs disabled people can perform?

Provide role-analysis examples showing essential outcomes and adaptable elements.

GW-Q28: Does workforce planning connect occupational opportunities to skills development, accessibility and recruitment pathways?

Describe links between roles, learning, recruitment and progression.

Back to top

Request assisted completionBack to general Employer Readiness