SECTION 3
Recruitment Time and time again, recruitment practices were raised as one of the major barriers in preventing people from progressing or beginning their careers. Equally, our Partner Museums told us that they are keen to employ more D/deaf, disabled and neurodivergent people, yet struggle to attract and appoint applicants.
3.1 Barriers to recruitment
Application packs often speak of employers wanting to increase diversity, or being a ‘Disability Confident’ employer. However, the D/deaf, disabled and neurodivergent people consulted see little evidence of this in recruitment processes, despite the fact that those changes having an impact are clear and, frequently, very simple.
The requirement for qualifications
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Our consultation work identified a wide range of barriers facing D/deaf, disabled and neurodivergent people at every stage of the museum recruitment process. These include:
Many museum roles list specific qualifications, from undergraduate degrees to PhDs, as essential or desirable. However, D/deaf, disabled and neurodivergent people are less likely to hold these qualifications.
Curating for Change: Disabled People Leading in Museums
