For example: An employer does not shortlist a person for interview, even though they are qualified for the job, because last year the job applicant said they thought the employer had discriminated against them in not short listing them for another job. Reasonable Adjustments Employers have a legal duty to make reasonable adjustments to any practice, provision or criterion, or to physical features of their premises to ensure that a disabled person has the same access, as far as reasonable, to everything that is involved in getting and doing a job as a non-disabled person. If schools do not make reasonable adjustments to ensure that all steps of the recruitment process are barrier free, there is potential legal risk in addition to risk to school’s reputation. The first requirement under the duty involves amending the way things are done (i.e. a provision, criterion or practice). For example: School has a policy that designated car parking spaces are used only by employees and not by visitors. A job applicant who has a mobility impairment who needs to park close to the interview location is given a designated car parking space for their interview. This would represent a reasonable adjustment to the school’s car parking policy. The second requirement involves making changes to overcome barriers created by the physical features: For example: Clear glass doors at the end of a corridor present a hazard for a visually impaired job applicant. Adding stick-on signs or other indicators to the doors so that they become more visible is likely to represent a reasonable adjustment. Finally, the third requirement involves providing extra equipment or providing someone to assist the disabled person (which equality law calls an auxiliary aid or auxiliary service) For example: A job applicant attends for an interview. School arranges for a member of staff to meet them and generally accompany them, so they can be shown to the toilets, the cloakroom and the interview room as and when necessary. Making reasonable adjustments applies at all stages of the recruitment process from the application form to the interview stage i.e. if an applicant asks for information about the job and the application form in an alternative format which they require because they are a disabled person then you must provide this, so long as it is a reasonable adjustment, which it is likely to be. Likewise, if an applicant requires reasonable adjustments to participate in an interview or assessment process, then these must be accommodated where possible. Furthermore, it is not only a matter of making reasonable adjustments to the recruitment process, but also bearing in mind that adjustments may be necessary for the job itself.
For example: An employer does not shortlist a person for interview, even though they are for the job, because last year the job applicant said they thought the employer had discriminated against them in not short listing them for another job. Reasonable Adjustments Employers have a legal duty to make reasonable adjustments to any practice, provision or criterion, or to physical features of their premises to ensure that a disabled person has the same access, as far as reasonable, to everything that is involved in getting and doing a job as a non-disabled person. If schools do not make reasonable adjustments to ensure that all steps of the recruitment process are barrier free, there is potential legal risk in addition to risk to school’s reputation. The first requirement under the duty involves amending the way things are done (i.e. a provision, criterion or practice). For example: School has a policy that designated car parking spaces are used only by employees and not by visitors. A job applicant who has a mobility impairment who needs to park close to the interview location is given a designated car parking space for their interview. This would represent a reasonable adjustment to the school’s car parking policy. The second requirement involves making changes to overcome barriers created by the physical features: For example: Clear glass doors at the end of a corridor present a hazard for a visually impaired job applicant. Adding stick-on signs or other indicators to the doors so that they become more visible is likely to represent a reasonable adjustment. Finally, the third requirement involves providing extra equipment or providing someone to assist the disabled person (which equality law calls an auxiliary aid or auxiliary service) For example: A job applicant attends for an interview. School arranges for a member of staff to meet them and generally accompany them, so they can be shown to the toilets, the cloakroom and the interview room as and when necessary. Making reasonable adjustments applies at all stages of the recruitment process from the application form to the interview stage i.e. if an applicant asks for information about the job and the application form in an alternative format which they require because they are a disabled person then you must provide this, so long as it is a reasonable adjustment, which it is likely to be. Likewise, if an applicant requires reasonable adjustments to participate in an interview or assessment process, then these must be accommodated where possible. Furthermore, it is not only a matter of making reasonable adjustments to the recruitment process, but also bearing in mind that adjustments may be necessary for the job itself. qualified
Disability-Guidance-Policy-May-16.docx