Valuing the differences between people and understanding the positive benefits for the University of employing a diverse range of talented people is crucial. A positive approach to diversity allows managers to select the best person for the job based on merit alone and free from bias on the grounds of factors that are not relevant to the person’s ability to do the job.
All those involved in the recruitment and selection of staff are required to conduct themselves in ways which do not involve any form of unlawful discrimination, and all panel members are required to have completed the recruitment and selection course and a refresher course every 3 years thereafter.
The University will fulfil its legal duties, ensuring that “reasonable adjustments”, where practicable, are made to ensure that individuals with a disability are not disadvantaged as part of the recruitment and selection process.
All Equality, Diversity and Inclusion (EDI) monitoring forms will be removed from applications and retained by HR, and not made available to recruiting managers. Managers will however, be notified if any applicants wish to be considered under the Disability Confident Scheme.
As members of the Disability Confident Scheme, the University guarantees an interview to all disabled candidates wishing to be considered under the scheme, should they meet all the essential criteria on the person specification.
Statistical information on all stages of the recruitment exercise will be collated, monitored and reported to inform the University’s performance in the area of equality and diversity.
Further information and links:
- Guidance for managers recruiting disabled staff