Reasonable Adjustments at Recruitment Information for Applicants & Managers

Transcription

1 Reasonable Adjustments at Recruitment Information for Applicants & Managers

2 Introduction The aim of this guidance is to set out the principles and scope of reasonable adjustments during the recruitment process. This document is here to support employees and managers who are applying for jobs or recruiting within the UK Statistics Authority and Office for National Statistics. This guide will set out what reasonable adjustments are, our obligation, who is entitled, the processes around reasonable adjustments and examples of reasonable adjustments during the recruitment process. As an organisation that strongly values equality, diversity and inclusion it is crucial that we ensure as far as possible that we do not disadvantage any one from working in or progressing within the Authority. What are Reasonable Adjustments? Reasonable adjustments are changes to the work environment, policies and processes that remove barriers for employees or perspective employees with disabilities in the work place, or during the recruitment process. Almost anything can constitute a reasonable adjustment, a number of employees across the office have reasonable adjustments in place to allow them to do their job, however, this guide focuses on how adjustments can be made during the recruitment process. Reasonable Adjustments are unique to individuals, so even though two people may have the same condition they may need completely different adjustments. During the recruitment process Reasonable Adjustments are designed to remove barriers to individual's with disabilities or long term health conditions from applying and being successful in the recruitment process. When we think about Reasonable Adjustments it can be useful to think of them as hard or physical adjustments, and soft adjustments. Many people find physical adjustments easier to understand, for example putting in a ramp to allow wheelchair users to access the building for an interview. Some people however find it harder to understand soft adjustments, these are more likely to be changes to processes and policies. For example there may be symptoms of an individual's condition that would significantly hamper their ability to perform in a particular aspect of the recruitment process without a reasonable adjustment being put in place. In order to ensure this individual is not disadvantaged changes may need to be made to the recruitment process. Who is entitled to ask for them during recruitment? Employees or potential employee's have a right to request reasonable adjustments, the Equality Act 2010 states that they must have a health condition that impacts on their ability to perform day to day activities for 12 months (or is expected to last for at least12 months). HIV, Cancer and MS are automatically covered under the Equality Act Carers We should aim to accommodate the adjustments of those with caring responsibilities as we have a duty to ensure we do not discriminate against those who care for someone with a disability. 2

3 General Guidance Who can I look to for support with Reasonable Adjustments? If you are an external candidate you should contact the Customer First Recruitment team by contacting our contact centre and asking to talk to the recruitment team on If you have significant concerns or feel your adjustments have not been considered you can contact Paul Hossack ( ) who will connect you with our Disability Senior Sponsors. As an internal candidate you can contact our Disability Network Groups, or Disability Senior Sponsors Ole Black and Lucy Vickers directly. Examples of Reasonable Adjustments Reasonable adjustments can be pretty much anything, and can be made at the different stages of recruitment, such as the interview stage or the application form stage. Below are some examples of potential adjustments: More time to complete tests Completing a test on a computer as opposed to on paper Specifying an interview time More words to evidence competencies at application Providing details of a job in a different format Providing an interpreter A less formal interview This list if by no means exhaustive, as an organisation we will consider any adjustment suggested by applicants. The key to reasonable adjustments is removing the barriers presented by the individuals impairment. Case study 1 A candidate with a mental health condition relating to anxiety applying for a routine process role as asked to see interview questions in advance of the interview. It may be considered reasonable to grant this request, particularly if need to respond to ad-hoc questions immediately does not form part of the role. Each request must be assessed and considered on a case by case basis Access to Work If successful in the recruitment process employees and potential employees can look to Access to Work for an assessment and financial support for reasonable adjustments. Applications should be made directly by the individual, with input from their prospective manager. 3

4 Guidance for Applicants Will the Authority consider my Reasonable Adjustments? The Authority recognises that everyone has something to offer, and strongly believes that everyone should have the opportunity to reach their potential. We recognise that those with disabilities or long term health conditions may need adjustments to remove barriers during the recruitment process and subsequent employment and will make adjustments when ever possible. Will I be disadvantaged if I ask for a reasonable adjustment or declare a health condition? No, nothing you reveal with have any bearing at all on your application. All aspects of the recruitment process are assessed on the merits of the application, and nothing else. How do I request a reasonable adjustment? You can make a request for a reasonable adjustment at any point by contacting the Customer First Recruitment team or the recruiting manager. It would be advisable to let someone know that you have a disability or long term health condition as early in the process as possible. You might declare this on your application form, however, should you require any adjustments at the application form stage contact the Customer First Recruitment Team. How do I find out what adjustments I need? We understand that you are likely to be the expert on your disability or health condition and so are probably best placed to tell us what you need. However, we also know there may be times you may need some extra support, this might be something you can arrange, such as advice from your GP or consultant or by applying to Access to Work. In addition to this there may be a number of ways the organisation can support you: Occupational Health Assessment Discussion with Disability Network Groups (either generally about a condition, or with the individual consent for specific needs) By contacting relevant specialist organisations such as the National Autistic Society We will consider all of these routes for both internal and external candidates to ensure we are not disadvantaging those with disabilities or long term health conditions. What if things aren t going to plan? If you feel your adjustments have not been considered adequately or are having issues or concerns about requesting reasonable adjustments please contact Paul Hossack ( ) who can connect you with our Disability Senior Sponsors. 4

5 Guidance for Managers Do we have to consider Reasonable Adjustments? As an organisation we have a duty under the Equality Act 2010 to consider making reasonable adjustments, this applies not only to our existing employee's but also to prospective employee's in the recruitment process. As an organisation we have a duty to identify potential reasonable adjustments. Many people assume that it is up to the individual to take responsibility for telling us what adjustments they need, however this is not the case. Once an individual discloses a disability and expresses a need for an adjustment, it is at this point that our duty applies. How do I find out what adjustments I need to make? This will vary very much on a case by case basis, but could be as simple as asking the individual. In the first instance you should talk to the individual to see if they know what they need as many will have the best understanding of their disability or health condition and what they might need. However, it might be that an individual may not know exactly what it is they need so as an organisation we may need to find out. There are a numbers of ways you might go about this: Occupational Health Assessment Discussion with Disability Network Groups (either generally about a condition, or with the individual consent for specific needs) Desk based research By contact relevant specialist organisations such as the National Autistic Society Employee Assistance Programme Managers advice line We should consider all of these routes for both internal and external candidates to ensure we are not disadvantaging those with disabilities or long term health conditions. How do I decide what is reasonable? As an organisation we must carefully consider if we feel an adjustment is reasonable or not; where we do not believe an adjustment is reasonable there is a process that must be followed. At each stage at which a manager feels and adjustment is unreasonable they just escalate it up their management chain, if the next manager can offer no other alternative solutions and also believes the adjustment to be unreasonable they too must escalate and so on until it reaches the Deputy Director (DD). The DD must then consult the Disability Senior Sponsor (Ole Black or Lucy Vickers), who will advise if they too agree that the adjustment is unreasonable. 5

6 Doesn't this put non-disabled candidates at a disadvantage? Reasonable Adjustments are not about giving an advantage to individuals with disabilities, they aim to level the playing field and remove barriers that exist because of their health condition. Where can I go for support? In the first instance you should talk to your managers, if they cannot help then you can seek advice from Ole Black or Lucy Vickers as our Senior Disability Sponsors. In addition to this you could seek advice from the Customer First recruitment team, or for support with occupational health assessments the People Solutions team by raising an Assystnet call. 6