Disability
Disabled applicants can face additional challenges to gaining employment and we are committed to promoting employment opportunities for people with disabilities. We operate the Double Tick Symbol, meaning we offer a guaranteed interview to any disabled person who applies for a position and meets the minimum criteria. We also aim to ensure that our recruitment process is flexible and supportive to individual needs.
As well as encouraging applications for employment by people with disabilities, we also try to retain employees who develop a disability while in our employment by modifying their post or by redeploying them into a more suitable position. By use of our Modifications Budget, we can make adjustments for some employees who have a disability, including purchasing equipment, providing training or support.
Please see further information below.
employment
Disabilities and Employment
We are committed to building a workforce which broadly reflects the diversity of the local community and we encourage applications from people with disabilities and long-term health impairments.
We are committed to ensuring that there will be no discrimination against any employee, worker or job applicant, either directly or indirectly on grounds of disability, in access to employment, training, working conditions, treatment at work, promotion or dismissal.
Support for Disabled Applicants:
Disabled applicants in particular can face additional challenges. We aim to promote opportunities for people with disabilities and to increase the number we employ.
Wiltshire County Council is a Disability Symbol User – also known as the ‘Double Tick scheme’. This means making five commitments:
• To offer a guaranteed job interview for all applicants with a disability who meet the essential requirements for a job vacancy and for applicants to be considered on their abilities.
• To ensure there is a mechanism in place for us to discuss, at least once a year, with disabled employees, what we can do to ensure they can develop and use their abilities.
• To make every effort to retain employees who become disabled.
• To take action to ensure that all employees develop the appropriate level of disability awareness needed to make the commitment work
• To review our commitments and achievements annually, to plan how to improve and to let employees know about progress and future plans.
Guaranteed interview
As a Disability Symbol User, we offer a guaranteed interview to any disabled person who applies for a position and meets the minimum criteria.
Applying for a job
The person specification will tell you about the essential requirements for the job: try to match your own skills, experience and abilities with those detailed. For us to assess your suitability for a guaranteed interview, you will need to declare that you have a disability, which you should do on the application form. Please also tell us about any assistance you need in order to be able to attend for interview.
We also aim to ensure that our recruitment process is flexible and supportive to individual needs, so please ask our Recruitment Team if you need information in an alternative format.
Coming to interview
If you are invited for interview, you will be asked if you need any reasonable adjustments: we will make these wherever possible. Examples could include:
• A car parking space for interview
• Ensuring that the interview is held in an accessible room or building
• Arranging for assistance with communication at interview
• Facility to be accompanied by a carer, assistant or other person.
Before any interview, we will let you know in advance:
• The location, date and time of the selection process.
• The way we will conduct the selection process, e.g. use of tests, presentations, group discussions. This will give you a chance to contact us to discuss any adjustments or assistance.
further
Further Support
As well as encouraging applications from people with disabilities, we also try to retain employees who develop a disability while in our employment by modifying their post or redeploying them in a more suitable position. Using our Modifications Budget and support from “Access to Work”, we can make adjustments for some employees who have a disability. This can include purchasing equipment and/or providing training or support.
We support a Staff Disability Forum attended by enthusiastic staff with disabilities. Its purpose is to provide mutual support, to promote disability awareness and to advise management on improving the quality of working life for staff with a disability.
We are currently developing a range of Equality and Diversity development courses and guidance for our staff and managers.
For further support for disabled applicants, contact: -
JobCentre Plus Disability Employment Advisers - Telephone: 01225 496300 or contact job centre plus
JobCentre Plus Access to Work (ATW) Scheme - Telephone: 01793 489674
equality
Disability Equality Scheme
The Disability Discrimination Act 2005 says all public authorities have to follow a Duty to Promote Disability Equality. The publication of The Disability Equality Scheme is part of this Duty, and was published in December 2006, The Disability Equality Scheme, and supporting action plan will be reviewed annually.
Find out more about our Disability Equality Scheme
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