There are many different ways that your organisation can take positive action to improve the chances of disabled applicants.
Remember, positive action is perfectly legal, as long as you can justify the need. It’s not the same as positive discrimination, which is illegal.
Positive action in recruitment and promotion can be used where an employer reasonably thinks that people with a protected characteristic are under-represented in the workforce, or suffer a disadvantage connected to that protected characteristic.
In practice it allows an employer faced with making a choice between two or more candidates who are of equal merit to take into consideration whether one is from a group that is disproportionately under-represented or otherwise disadvantaged within the workforce.
This is sometimes called either a ‘tie-breaker’ or the ‘tipping point’. But this kind of positive action is only allowed where it is a proportionate way of addressing the under-representation or disadvantage.