At Skyscanner, we believe travel is for everyone. No matter your background, identity, or circumstances, discovering the world should be both a pleasure and accessible. That same principle guides how we build our teams: we know that a diverse mix of people, experiences, and perspectives makes us stronger.
That’s why we’re proud to be a Disability Confident Committed (Level 1) employer.
How we’ll support you
The UK Government’s Disability Confident scheme helps employers like us make the most of the talents that disabled people bring to the workplace. At Level 1 in the scheme, we’ve committed to a set of simple but powerful actions that ensure our recruitment processes and our workplace are inclusive and supportive.
These include:
Welcoming applications from disabled candidates – and guaranteeing an interview* if you meet the minimum criteria. Our role descriptions are divided into “what you’ll be doing “and “about you”. The requirements under “about you” are the minimum criteria. For “what you’ll be doing”, we’ll support you and help build on your existing skills.
Sharing information about our policies – if you’d like more detail on policies or working practices such as hybrid working, our recruitment team can provide this.
Supporting colleagues with disabilities or long-term health conditions –ensuring they can stay in work and continue to thrive in their role. Adjustment Passports and manager training facilitate conversations about reasonable adjustment, while our neurodiversity and disability inclusion networks create spaces for learning and sharing experiences. Our wide range of benefits for mental and physical health also help create a supported environment.
Making reasonable adjustments where needed – whether during interviews or in the workplace, we’ll work with you to ensure you can perform at your best. Your recruiter will be happy to discuss any adjustments from the very first contact. This might include:
Additional time during assessments or interviews, for any reason.
Adjustments to the interview environment for in-person meetings, such as lighting, noise levels, room temperature, or other comfort-related needs.
Flexible scheduling, allowing interviews at times of day when the candidate performs best, or spacing interviews out if multiple rounds are held on the same day.
Alternative interview formats: offering video instead of in-person, or vice versa, where feasible.
Support with technology: checking accessibility needs for virtual interviews (e.g., captions, accessible platforms).
Extra breaks during longer interview sessions or assessments.
More detailed instructions: providing structured agendas for interviews or tasks so candidates can prepare appropriately.
The option to bring assistive devices or support persons, where appropriate.
Accessible documents: ensuring any materials shared are available in accessible formats (e.g., large print, screen-reader friendly).
The above are examples of adjustments only. We’re happy to discuss any further adjustments with candidates.
Just as we’re on a mission to make travel simpler and more accessible, we’re committed to building a workplace where everyone feels they belong. Alongside creating accessible products and nurturing our employee networks, being Disability Confident is another step in our journey. Watch this space as we work to progress to Level 2.
Because if travel is for everyone, then Skyscanner should be too.
*We guarantee interviews for disabled applicants who meet the minimum criteria. If we receive a very high number of applications, we may need to prioritise those who most closely match the role – the same approach we take for all candidates.
