Disability considerations prior to appointment
Preparation and advertising
- Ensure that your job description and person specification does not contain any criteria that may discriminatory or inadvertently discourage people with impairments from applying. See Guidelines on Completion of a Job Description and Person Specification.
- The University encourages disabled people to apply and states in the application pack that disclosure of disability status won't affect their application.
- The University operates the Disability Two Ticks Scheme where a person who declares a disability and meets the minimum requirements for the post will be offered an interview.
- Be pro-active - consider what adjustments future disabled staff or applicants may need, and make them in advance if at all possible.
- Possible adjustments could be:
- providing the application form in different font sizes, colours, Braille etc
- providing an alternative to on-line applications
- providing assistance to complete the application form - e.g. assistance from a British Sign Language interpreter where the job applicant is deaf.
- Identify any particular needs or arrangements for interview in consultation with applicant. Could an outside agency help with the cost of adjustments for the interview? For example: unemployed or employed disabled people needing help with a communicator at a job interview may get help from Access to Work.
- Try to ensure that at least one panel member has attended disability awareness training
- If appropriate, consider meeting the disabled candidate to show them to the venue.
- Consider asking for feedback from disabled candidates and staff on further improving the process.
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You should not make assumptions about what adjustments the candidate requires. Candidates are asked to provide us with details of how we can help remove any barriers during the recruitment process.
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Possible adjustments could be:
- providing accessible car-parking on the interview day
- allowing additional time for a candidate to complete any occupational tests at interview
- making sure that occupational tests are suitable and do not disadvantage people with certain disabilities such as dyslexia
- asking if the candidate requires non standard equipment for taking a test e.g. large print documents or a special keyboard or monitor
- provision of a British Sign Language interpreter or induction loop at the interview
- checking the accessibility of the building, interview and test rooms, to make any reasonable adjustments in advance e.g. the approach to the building, reception, signage, toilets, lighting, noise levels in interview room, egress in an emergency, furniture and room lay out and identify and remedy any potential obstacles.
- providing accessible car-parking on the interview day
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Next - What do I need to do if a prospective or existing employee declares an impairment of disability?
