Equality Act 2010

City is committed to providing reasonable adjustments during the recruitment process and has a network in place for the support of employees with disabilities and other needs.

Reasonable adjustments

The Equality Act places specific responsibilities on employers relating to the recruitment and appointment process. This Act aims to ensure that a disabled person, who could be the best person for the job, is considered fairly.

The Act seeks to ensure that a disability should not bar a person from employment unless it genuinely prevents them from doing the job and there is nothing the employer can reasonably do to overcome difficulties resulting from the candidate’s disability.

Interviews

When inviting candidates to an interview, the letter should inquire whether they require any special arrangements to participate fully in the interview.

This might include a signer for a candidate with a hearing impairment or ensuring the venue is accessible for a wheelchair user.

Working arrangements

The Act also imposes a duty on employers to make reasonable adjustments to their working arrangements and premises to prevent or reduce any substantial disadvantage that a disabled applicant would otherwise have.

Reasonable adjustments to the job, equipment, or the working environment, including accommodation where practicable, are simply ways of ‘levelling the playing field’ for disabled people. Many difficulties experienced by a disabled person can be overcome with simple adjustments, and external funding may be available to support the costs of adaptations.

Determining adjustments

If there are any legitimate concerns over an otherwise suitable disabled applicant's abilities, these can be explored at interview. Discussions will focus on what adjustments to working arrangements might assist the person to overcome any disadvantage their disability would otherwise cause, thus enabling them to perform the job effectively.

Only after such a discussion can the disabled applicant's ability to perform the job be properly assessed, and the need for any adjustments to working practices properly considered. If it is decided that reasonable adjustments cannot be made, the individual should be notified in writing of the reasons for the decision and given reasonable time to respond and request reconsideration.

Jobcentre Plus Disability Service

The Department for Work and Pensions includes a Jobcentre Plus Disability Service, which offers information and advice to employers through Disability Employment Advisers (DEAs) and Access to Work (AtW).

AtW can help in various ways, for example, it can help pay for:

• a communicator at a job interview for those with hearing impairments
• a support worker, e.g., a reader at work, if a person is blind or has a visual impairment
• specialist equipment to suit a disabled person’s particular needs in work
• adaptations to premises or existing equipment.

For more information about City's Wellbeing, Accessibility, Neurodiversity and Disability (WAND) Network, please contact co-chairs Dr Sarah Hopp and Professor Petros Iosifidis.

Wellbeing, Accessibility, Neurodiversity and Disability (WAND) Network

The WAND Network is a friendly and supportive group for all staff. Our members include disabled and neurodivergent staff, staff with long-term health conditions, staff who provide care for disabled dependents and staff interested in disability.

WAND aims to provide a platform to exchange information, ideas, and raise awareness about disability issues (including environmental, behavioural, and institutional barriers) experienced by people with various conditions at City University London in a confidential and safe space.

University Mental Health Charter

Proud to support the Universities Mental Health Charter, City is committed to ending mental health discrimination and supporting students and staff with mental health issues. This Charter, which emphasises understanding and reducing stigma around mental health, ensures that anyone with a mental health issue feels comfortable seeking support.

Disability Confident Scheme

In November 2021, City, University of London was awarded Disability Confident Employer, which demonstrates we are gaining from the widest possible pool of talent and are securing, retaining and developing disabled staff who are skilled, loyal and hard-working.

We are looking to progress to Disability Confident Leader and gain recognition from our disabled staff, students, the local community and other Higher Education institutions. We will also champion the scheme and encourage and support other organisations in our network to become Disability Confident.