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What is the ‘Two Ticks’
disability symbol?
The symbol is awarded by the Jobcentre Plus
to recognise employers who have agreed to meet five commitments regarding
the recruitment, employment, retention and career development of disabled
people.
2.
The Five Commitments
The University of Essex is committed to:
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Interviewing all applicants with a
disability who meet the essential criteria on a person specification and
considering them on their abilities.
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Ensuring there is a mechanism in place
to discuss, at any time, but at least once a year with disabled
employees what can be done to ensure that they develop and use their
abilities.
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Making every effort when an employee
becomes disabled to ensure that they stay in employment.
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Taking action to ensure that all
employees develop an appropriate level of disability awareness to make
these commitments work.
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Reviewing the commitments each year to
assess what has been achieved, plan ways to make improvements, and to
let staff and the Employment Service know about progress and future
plans.
3.
Why is the University of Essex using
the disability symbol?
We
recognise the value of diversity and are committed to equality of
opportunity within the University. We therefore aim to create the
conditions whereby students and staff are treated with dignity and respect
and solely on the basis of their merits, abilities and potential, regardless
of, race, ethnic or national origin, gender, gender identity, sexual
orientation, disability, age, socio-economic background, family
circumstances, religious or political beliefs and affiliations or other
irrelevant distinction.
The University is proud to receive the Two
Ticks Symbol and we have adopted a proactive approach to employing disabled
people and to creating a diverse workforce.
The symbol helps to make it clear that
we welcome applications from disabled people and are positive about their
abilities. It also shows existing employees that we value their contribution
and will treat them fairly should they become disabled.
4.
What is meant by disability?
We understand that disability may mean
different things to different people: at the University of Essex we respect
a range of views and definitions. However, a disabled person is defined in
the Disability Discrimination Act (DDA) as someone with:
A mental or physical impairment
that has an adverse effect on their ability
to carry out normal day to day activities.
The adverse effect is substantial;
The adverse effect is long term (meaning it
has lasted for 12 months or is likely to last for more than 12 months or for
the rest of the person's life.
This definition includes people with
cancer, HIV, multiple sclerosis and heart conditions and people who have a
hearing or sight impairment (except where the person’s sight can be
corrected by glasses or contact lenses) or a significant mobility
difficulty. It also includes people with hidden disabilities such as
epilepsy and dyslexia and people who have mental health conditions or
learning difficulties.
5.
What does this mean
It means that candidates who are disabled and meet the
essential
criteria stated on the person specification must be invited for interview,
regardless of the nature of their disability. This is a guarantee of an
interview, but
not necessarily of a job
offer.
Candidates are given the legal definition
of what a disability is in the application form and asked to indicate
whether they comply with the definition. We make it clear that any false
declaration may result in the withdrawal of an offer of employment.
Our commitment applies to all applicants,
irrespective of nationality. However, UK immigration and other legislation
still apply. ie. A disabled candidate who requires a Work Permit, but who
applies for a post for which one would not be granted, would not be
shortlisted.
When making interview invitations, we will
consult with any candidate who indicates they have a disability to ensure
any special arrangements or adjustments to the recruitment process are made.
Consideration will be given to interview
arrangements to ensure that a person with a disability is not at a
substantial disadvantage compared to other applicants. This may include
ensuring that the interview room is accessible for any applicants with
mobility difficulties or providing a sign-language interpreter.
All candidates should be assessed on their
abilities, experience, and suitability for the post according to objective
criteria relating to the qualities needed to undertake the duties of the
post as outlined in the Job Description. During the interview process
recruiters should assess how closely applicants with a disability can meet
the requirements of the post and should act positively and flexibly to a
need for reasonable adjustments. However, it should be recognised that there
may be situations where no reasonable adjustment can be made to allow the
employment of an otherwise suitable applicant. In such cases, an offer of
employment may be withdrawn.
In cases where advice is needed on a
medical condition or on the safety implications of recruiting a disabled
employee, Human Resources will liaise with the Occupational Health and
Safety Service or other specialist agencies for guidance.
Human Resources
September 2008
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