Disability policy

The Equality Act 2010 defines disability as a ‘physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities’.  It includes a range of physical and mental impairments and conditions which affect many people in the population. A full explanation can be found at https://www.gov.uk/definition-of-disability-under-equality-act-2010  

We aim to ensure that the Community, the workforce and potential applicants for posts are aware of our commitment to ensuring disabled people are given equal opportunities in the recruitment process, and where necessary positive action taken to support disabled people. 

Applications are encouraged from disabled people and we will make every effort to accommodate people’s needs in taking part in the recruitment process and in taking up an employment position.

We have five commitments, and these are:

  1. To interview all disabled applicants who meet the essential criteria for a job vacancy and consider them on their abilities.
  2. To ask disabled employees at least once a year what can be done to make sure they can develop and use their abilities at work.
  3. To make every effort when employees become disabled to make sure they stay in employment.
  4. To take action to ensure that key employees develop the awareness of disability needed to make our commitments work.
  5. Each year, to review these commitments and what has been achieved, plan ways to improve on them and let all employees know about progress and future plans.

These commitments form the basis for further development of good practice within the Council.

We will seek to ensure good practice in the following areas:

  • that disabled employees are readily accepted by all employees;
  • that the recruitment policy is geared to attract disabled applicants;
  • that job requirements will be considered flexibly to accommodate individual disabled people;
  • that selection procedures (e.g. the use of application forms and interviews) do not disadvantage applicants with disabilities unfairly, and that they allow disabled people to be considered according to their abilities;
  • that disabled employees are helped to settle smoothly into work and that any particular needs arising from their disability are carefully examined;
  • that disabled people know who to approach if they have any particular difficulties;
  • that disabled employees and their colleagues know what to do in the case of an emergency;
  • that disabled people will be considered for training and promotion according to their abilities;
  • that steps are taken to help disabled people to adjust to any new circumstances;
  • that practical and financial help will be provided  in order to adapt premises, equipment and special aids.

We want to make sure we meet the needs of disabled applicants wherever possible.  Please let the Recruitment Team know if you would find any of the following helpful:

  • A large print application form;
  • To make your application in a different format (e.g. in an audio format)
  • Assistance to complete the application form

When you apply for a post, the Service Area concerned would also like to know if you want any particular arrangements made for interview (for example British Sign Language interpretation or access details for the venue).   A visit to the workplace prior to interview can be arranged for you to identify any particular requirements you may have.   This will enable consideration to be given to means of meeting those requirements.   You can provide details on the application form, in a separate letter or contact the department directly by 'phone' if invited to interview.

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