We’re proud to support Purple Tuesday and the global movement for accessibility and inclusion.
Did you know…
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Over 1.3 billion people worldwide live with significant disability. That’s about 16% of the global population (World Health Organization).
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In the UK, around 24% of the working-age population (aged 16–64) self-identify as disabled (House of Commons Library).
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The employment rate for disabled people in the UK is roughly 54%, compared with about 82% for non-disabled people - a 27.5-point gap (Centre for Social Justice).
These figures remind us that accessibility isn’t just a compliance exercise - it’s essential for fairness, inclusion and good business.
What Is Purple Tuesday?
Purple Tuesday is a global social movement dedicated to improving the experience of disabled people and their families, every day of the year. It encourages organisations of all sizes and across every sector to raise awareness, take practical steps and embed inclusive practices.
Why Purple Tuesday Matters to Recruitment
Over the past six years, we’ve been working hard to become a truly inclusive recruiter. Four years ago, we launched our purpose: to eliminate bias, privilege and inequality within talent engagement. Making recruitment accessible to everyone is central to that mission.
We’re also proud Corporate Members of the Hidden Disabilities Sunflower, a global initiative that helps people with non-visible disabilities discreetly share that they may need additional support or understanding. This partnership reinforces our ongoing commitment to accessibility, ensuring both our clients and candidates feel seen, supported, and empowered throughout the recruitment journey.
Here’s why accessibility matters in recruitment:
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Equal opportunity = business value – A more accessible recruitment process means a wider talent pool, more diverse perspectives and stronger hires.
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Candidate experience = brand experience – If candidates can’t easily access your jobs, you might unintentionally exclude great talent.
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Credibility and leadership – Demonstrating inclusive practice strengthens your employer brand and shows clients and candidates you live your values.
Our Focus: Digital Accessibility in Recruitment
Digital access is a key part of inclusion. We focus on:
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Job postings: ensuring readability and accessible formats
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Social media and website content: making sure it works for everyone
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Layout, navigation and language: clear, consistent and inclusive
By making our content and platforms accessible, we attract more people and create fair opportunities for everyone.
Top Tips for Accessible Digital Content
Accessibility starts with small, consistent actions:
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Descriptive alternative text (alt text): Add alt text to images and videos so screen-reader users can understand what’s being shown.
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Descriptive hyperlinks: Use clear link text such as “Learn about Purple Tuesday” rather than “click here.”
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Bullet points and numbered lists: Break up long text for easier reading, particularly for people with dyslexia or cognitive processing differences.
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Fonts and styling: Choose clear fonts (e.g. Arial, Calibri); use at least 12 pt; align text left; avoid underlining unless it’s a link.
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Colour combinations: Be mindful of colour-blindness (around 300 million people worldwide are affected). Avoid low-contrast pairings such as red & green, green & brown, or blue & grey, as these can be difficult to distinguish.
To check your design offers enough contrast, use free tools like the Coolors Contrast Checker. A quick test: print or preview your content in greyscale - if it still looks clear, your contrast is strong. -
Video content: Always include subtitles or captions and ensure any on-screen text is easy to read against the background. Around 80% of users watch videos with sound off.
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Use of emojis: A couple are fine, but screen-readers will read each one aloud - so avoid strings of multiple emojis.
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Accessibility check tools: Use built-in features like Microsoft Office’s “Check Accessibility” tool to find easy wins.
Why You Should Get Involved
Purple Tuesday encourages organisations to reflect on their accessibility practices and identify areas for improvement.
By prioritising accessibility, you:
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Open equal opportunities for individuals with disabilities
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Strengthen your brand and widen your reach
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Build a more diverse and innovative workforce
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Create better experiences for everyone - accessible design and inclusive communication don’t just benefit disabled people; they make it easier, clearer and more enjoyable for all users, candidates and customers.
In recruitment, this means addressing not only physical access but also digital and procedural access - supporting every candidate, at every step.
Need Support?
If you’d like to make your recruitment process more inclusive, our Diversity Insights Audit can help.
It covers:
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Digital accessibility of your recruitment platforms
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Identification and removal of barriers in policy, management and culture
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Benchmarking against industry best practice
Together, we can eliminate bias, privilege and inequality in talent engagement.
Let’s Start Today
Working together to eliminate bias, privilege and inequality within talent engagement.
If you’d like to explore inclusive workforce solutions, contact:
Mark Harris, Director
📞 07810 392994
✉️ MHarris@outsource-uk.co.uk
Connect with Mark on LinkedIn
