Employers who use the ‘two ticks’ disability symbol make five commitments regarding recruitment, training, retention, consultation and disability awareness.
We have been accredited with the ‘two ticks’ disability symbol, which is awarded by JobCentre Plus to employers in England, Scotland and Wales who have made commitments to employ, keep and develop the abilities of disabled staff.
As an employer using this symbol, it means we are positive about employing disabled people and are keen to know about their abilities. We operate a Guaranteed Interview Scheme (GIS), which means that all disabled candidates who meet the minimum criteria for a post at each stage of our selection process will be interviewed. The minimum criteria for a post will be made available to applicants through the job description and person specification for the role.
The five commitments are to:
- Interview all disabled applicants who meet the minimum criteria at each stage of our selection process for a job vacancy and consider them on their abilities.
- Discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities.
- Make every effort when employees become disabled to make sure they stay in employment.
- Take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work.
- Review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees and JobCentre Plus know about progress and future plans.
Impact on the recruitment process
These commitments impact on the recruitment process in the following ways:
- Job advertisement – this will give you brief details of the job and display the ‘two ticks’ disability symbol.
- Job description – the Equality Act 2010 requires employers to make ‘reasonable adjustments’ to premises or working practices to ensure that employees are not disadvantaged because of their disability. The job description allows us to ensure that, if a person with disabilities applies for a position, we are aware of the ‘reasonable adjustments’ that are possible. The job description is updated regularly to accurately reflect the nature of the job.
- Person specification – this clearly states the essential qualifications, knowledge, skills, experience and other personal attributes required to undertake the job. This information is used throughout the recruitment and selection process, from the initial advertising stage to final selection. We use the person specification in conjunction with your submitted application form to assess whether you meet all of the essential criteria.
- Application form – this contains a section where you have the option to advise us whether you have a disability and if you require any reasonable adjustments. For us to apply the provisions of the ‘two ticks’ disability scheme, you need to ensure that you have made us aware of your disability by ticking the box provided.
- Within the application form, you will find a section titled ‘How you meet the selection criteria’. You must complete this, identifying how you meet the essential criteria and your ability to undertake the responsibilities of the role. The panel with responsibility for shortlisting will be looking for relevant objective evidence, so it is important to give examples based on previous experience.
- Interview preparation – if you are shortlisted for an interview and have marked on your application that you have a disability and require reasonable adjustments, you will be contacted by a member of the HR Services team to discuss what reasonable adjustments can be made to assist you, and whether you require any particular arrangements to help you to attend and/or to support your attendance at the interview.
- Interview – during the interview, you will be assessed against the criteria on the person specification. If you should wish to volunteer information at the interview and/or discuss any requirements that you may have if you are appointed, you will be able to do so.
If you are deemed the most appropriate person for the job based on the criteria outlined within the person specification, we will then contact you to discuss your requirements and any necessary ‘reasonable adjustments’.