Embedding inclusive candidate experience to strengthen Early Careers access at BMS Group

By James Mavor, London Works, ELBA

Across ELBA’s work in supporting employers to build more inclusive recruitment processes, one theme consistently emerges: when organisations create safe, accessible and human-centred candidate journeys, representation changes. Our recent support for BMS Group’s Early Careers apprenticeship programmes is a clear example of this impact in practice.

BMS approached us for delivery support on their 2026 apprenticeship recruitment. While the programme itself was already well-structured, we recognised an opportunity to strengthen accessibility and candidate confidence by embedding the inclusive recruitment practices we have been developing across our wider employer partnerships. The aim was simple: ensure that every young person – particularly those who are disabled or from underrepresented backgrounds – could participate fully and fairly.

The results were significant. Among shortlisted candidates, 25% chose to disclose a disability, a level of representation rarely seen in Early Careers recruitment. Crucially, this wasn’t the result of targeted outreach or preferential selection. It was the outcome of designing a process where disabled candidates felt safe, respected and able to show up authentically.

Reframing the First Touchpoint

One of the most powerful interventions came before candidates even applied. Traditional recruitment language around “reasonable adjustments” can feel clinical, legalistic or intimidating, especially for young people navigating the world of work for the first time.

We developed candidate communications to be clear, warm and normalising. Instead of asking candidates to “declare” anything, we invited them to tell us what they needed to perform at their best. Adjustments were framed as a standard part of the process, not an exception. Candidates told us they felt seen, understood and reassured that their needs would be taken seriously.

Building Access Into the Assessment Experience

We also reviewed the assessment journey through an accessibility lens, drawing on our broader work in inclusive hiring. We created clear, proactive opportunities for candidates to request adaptations without fear of judgement. We offered clear examples of the types of accommodations commonly used in assessment-centre and interview settings, giving candidates a concrete sense of the support they could request.

A Model for What Early Careers Recruitment Can Become

This work with BMS reflects our wider ambition: to support employers in building recruitment processes that are fair, human and genuinely accessible. By applying inclusive design principles consistently and intentionally, we can widen participation, unlock overlooked talent and create Early Careers pathways where every young person is given the opportunity to thrive.

[Image by Clément Proust from Pexels]

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