Accessible and inclusive hiring doesn’t stop once a contract is signed. In fact, onboarding is where it really begins.
That’s why I’ve partnered with Marvel, a recruitment business committed to inclusive and equitable hiring, to create two brand-new resources designed to improve how candidates are supported and how clients approach onboarding.
One guide is written for Marvel’s candidates to reassure, inform, and invite open conversations about adjustments and accommodations throughout the recruitment process. The other is designed for Marvel’s employer clients, supporting them in creating accessible onboarding experiences that set new hires up for success.
Both guides are rooted in psychological safety, practical action, and the belief that removing barriers early benefits everyone.
What is accessible onboarding?
Accessible onboarding means recognising that not everyone starts a new job with the same experience, energy, or needs. It’s about ensuring that your induction, training, and early support processes work for everyone, including employees with disabilities, neurodivergent individuals, caregivers, parents, and those returning from career breaks or long-term leave.
It’s also about understanding that not all candidates feel safe or comfortable disclosing a disability, condition, or learning need, especially in the first few weeks of a new role. A truly inclusive onboarding experience doesn’t rely on disclosure. It’s proactive, flexible, and based on trust.
What I created for Marvel
Working closely with Marvel, I developed an Accessible Onboarding Guide for Employers—a practical, straightforward resource for hiring managers and internal recruitment teams.
It includes:
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- A clear introduction to the importance of accessible onboarding
- Advice on how to create psychological safety from day one
- A step-by-step framework for an inclusive induction meeting
- Examples of adjustments and accommodations to consider
- Common onboarding pitfalls to avoid — and why they matter
- A 30-day check-in framework to keep support conversations going
- A final call-to-action offering tailored training for hiring teams
This guide isn’t just about legal compliance, it’s about building the kind of onboarding experience that helps people feel like they belong from the start. It’s useful for hiring managers who’ve never considered onboarding through an inclusion lens and validating for those who want to do better but don’t know where to start.
Why it matters
We know that many candidates don’t disclose access needs during recruitment and even fewer feel confident doing so during onboarding. That fear is real. It’s based on past experiences, stigma, uncertainty, or just not knowing whether support will actually be available.
When employers incorporate inclusive practices into their onboarding process, rather than waiting for someone to ask, they reduce fear, enhance retention, and help new starters settle in more quickly. It’s not just about making adjustments. It’s about creating space for difference, for questions, for growth.
Let’s not forget candidates – I also created a Candidate Accessibility Playbook for Marvel to share with anyone registering or applying through their business.
It explains:
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- What accessible recruitment means
- What kinds of adjustments are available
- How to ask for what you need
- Real examples of how Marvel has adapted processes in the past
- A clear invitation for feedback and suggestions
This kind of transparency is essential. It tells candidates: “You don’t need to fit into our process, we’ll make the process fit you.”
Want to build inclusive onboarding into your business?
I also offer training on accessible onboarding for internal talent teams and hiring managers. These sessions are designed to build confidence, spark conversation, and make inclusion a visible, practical part of how you bring people into the business. You can find out more by talking with me about what this could look like for your team.
