Jane Hatton, CEO of Evenbreak, shares how her organization is transforming disability employment globally through inclusive recruitment practices and partnerships with local disability organizations.

• Evenbreak started as a UK job board for disabled job seekers but has expanded into a global enterprise
• Every team member at Evenbreak has lived experience of disability, representing diverse conditions and backgrounds
• Traditional recruitment methods like CV screening and interviews perpetuate bias against disabled candidates
• AI in recruitment presents both opportunities for accessibility and risks of amplifying existing biases
• Evenbreak's innovative hiring process focuses only on essential skills, allowing candidates to demonstrate capabilities in any format
• Job descriptions often contain unnecessary requirements that disproportionately discourage disabled candidates from applying
• Rather than asking for CVs, Evenbreak asks candidates to demonstrate how they meet 5 essential criteria for the role
• Global expansion requires working with local disability organizations who understand specific country contexts and supports
• Successful hiring processes provide meaningful feedback to all candidates, including connections to other opportunities
• Creating truly inclusive recruitment requires designing out bias from the beginning rather than retrofitting processes

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