Inclusive Hiring Assurance

Why this matters now

Most organisations agree that hiring should be fair to disabled people. Fewer can prove it.

• The burden of proof is yours. Section 8 of the Employment Equity Act allows assessments only if they are valid, reliable, fair to all employees and not biased against any group. Since 1 January 2025, HPCSA certification no longer settles the question. The employer must be able to show the evidence.
• Vendors rarely publish disability evidence. In our 2026 review of nine assessment providers and distributors, we found no publicly available, disability-specific fairness results for any leadership assessment tool.
• Your disability targets depend on it. If selection tools quietly screen disabled people out, especially for senior roles, targets cannot be met, however good your entry-level programmes are.
• Fixing it later costs more. Changing tools after a complaint, an audit finding or a lost tender is slower and more expensive than checking them now.

What the package includes

• Part 1

  EEA Disability Compliance

  An organisation-wide check of your disability position under the Employment Equity Act, including the 2025 amendments.

  • Where you stand on disability representation and reporting
  • The barriers holding progress back, mapped to the 3-Gap Framework: perception, commitment and systems
  • A prioritised remediation plan and a written report

  More about EEA Disability Compliance

• Part 2

  Assessment Fairness Audit

  A check of every test and assessment you use to hire, promote or build talent pools, including leadership "mindset" and "potential" tools.

  • Each tool's published evidence rated against section 8, with disability as an explicit test
  • Scored traits that could act as proxies for disability, such as composure, rapport or speech
  • Hands-on testing by paid disabled testers using assistive technology, against WCAG 2.2
  • A review of how candidates ask for adjustments, and a risk-rated plan: keep, adjust, replace or stop

How it works

1. Written intake. You complete a short online form about your workforce, your assessments and how results are used. No meeting is needed.
2. Compliance check. We review your Employment Equity position on disability and identify the main barriers.
3. Assessment audit. We review each tool's evidence and our disabled testers try every assessment with assistive technology.
4. One combined report. You receive a single plain-language report, a risk-rated action plan and a two-page summary for your board and employment equity committee.
5. Debrief. We walk you through the findings in writing, or on a call if you prefer.

The full package usually takes about four to five weeks, depending on how quickly documents and test access are provided.

Pricing

Quotes include all disabled tester fees. You can start with either part and add the other later.

Who it is for

• Designated employers preparing employment equity plans or working towards disability targets
• HR, talent and transformation teams that use psychometric or leadership assessments
• Executive search firms and recruiters that place candidates using third-party tools
• Multinationals whose hiring tools will fall under the EU AI Act's high-risk rules from 2 December 2027

Our approach

• Lived experience at the centre. Disabled testers are paid for their time and expertise, and their findings shape every recommendation.
• Evidence, not assumptions. Every rating states what evidence was found, where it came from, and what was not available.
• Independent. BeAccessible does not sell assessment tools and takes no fees from assessment vendors.
• Confidential. Findings about your organisation and your vendors are shared only with you.
• Human judgement. AI may help prepare the work, but every finding is reviewed and signed off by a person.
• Clear limits. This is not legal advice and not a psychometric validation study. Where formal validation is needed, we will say so and can refer you to a registered psychologist.

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