What happens when the technology designed to make recruitment faster and more efficient becomes another barrier for people with a disability? And who is accountable when AI-powered recruitment systems exclude qualified candidates before they have even had the opportunity to demonstrate their abilities?

In this episode of Diverse Talk Matters, Natasha Broomfield-Reid is joined by Susan Scott-Parker OBE, a leading international disability rights and business adviser and founder of Disability Ethical AI. Drawing on decades of experience working with employers, policymakers and disability networks, Susan challenges organisations to examine how artificial intelligence is changing recruitment and whether the technology they are adopting is creating new forms of discrimination.

Together, they explore:
• How AI-driven recruitment tools, including CV screening systems, psychometric assessments and video interviews, can disadvantage candidates with a disability
• Why biased data, inaccessible technology and rigid assessment processes can reinforce existing inequalities
• The risks of using facial recognition, automated assessments and other technologies that fail to recognise human differences
• Why employers cannot simply transfer responsibility for discriminatory outcomes to technology providers or recruitment agencies
• The importance of accessibility, workplace adjustments and human judgement throughout the recruitment process
• Why organisations need to ask more challenging questions of AI suppliers before purchasing and implementing their systems
• How the exclusion of qualified candidates affects not only individuals but also business performance, productivity and access to talent
• The role of Disability Ethical AI in challenging discriminatory technology and encouraging greater accountability

Susan draws attention to the gap between the promises made about AI efficiency and the realities experienced by people with a disability. She challenges employers to consider whether their recruitment systems are genuinely identifying talent or simply filtering out people who do not fit the assumptions built into the technology.

At the heart of this conversation is a critical question: If an employer uses technology that discriminates against people with a disability, who takes responsibility?

As AI becomes increasingly embedded in recruitment and workplace decision-making, this discussion highlights why accessibility, accountability and disability confidence must be considered from the outset, rather than after harm has occurred.

If you work in HR, recruitment, talent acquisition, technology procurement, equality and diversity or organisational leadership, this is an important conversation to listen to, reflect on and share.

Listen to Diverse Talk Matters, subscribe wherever you get your podcasts and share this episode with someone involved in making recruitment fairer and more accessible.

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