STATEMENT ON EQUAL OPPORTUNITIES IN EMPLOYMENT
Warwickshire County Council is committed to bringing about equal opportunities in its employment both for reasons of fairness and because we need to have high quality people working for us.
This statement sets out what those who work for us or want to work for us can expect.
We are committed to ensuring that:
You will be considered for jobs and promotion solely on the basis of your ability to do the job. That means that we shall pay no regard to your race, gender, religion, belief, sexual orientation,age or marital status; and disability will be taken into account only insofar as it affects your ability to the job. If you have a disability, we shall do our best to adapt premises and equipment to meet your needs, and to obtain help from any relevant government schemes.
You will be told how you can complain if you feel you have not received fair and equal treatment. The procedure is set out in the information sent to job applicants.
Any such complaint will be promptly investigated and answered.
You will receive fair and equal consideration for training regardless of your race, gender, age, marital status, religion, belief, sexual orientation or disability and regardless of whether you work for us on a full or part-time basis.
We have a positive attitude towards achieving a work-life balance and operate a flexible working policy wherever possible, whilst managing the needs of the service.
Where job losses are unavoidable, you will not be selected for redundancy on the basis of your race, gender, age, religion, belief, sexual orientation,marital status, or any disability.
Sexual, racial or any other form of harassment, including bullying, will not be tolerated, and prompt action will be taken which will include disciplinary action where appropriate.
You will be considered for any available special training if you are a member of an under-represented group of employees and need training to be put on an equal footing in applying for promotion.
Sensitivity to equal opportunities will continue to be encouraged among our managers and employees, supported by relevant training.
Any information you supply to us on the recruitment monitoring form, concerning your race, gender, age, marital status, religion, belief, sexual orientation or disability, will not be used in the selection process.
Where information is gathered on any of these areas it will be used to monitor trends in our workforce and in our recruitment activities, and the results will be used to set targets for further strengthening our equal opportunities practices.
INFORMATION FOR DISABLED APPLICANTS
The Disability Discrimination Act, which came into force on 2 December 1996, brought in new laws and measures aimed at ending the discrimination which many disabled people face.
Definitions of Disability
The Act defines a disabled person as someone with a physical or mental impairment which has a substantial and long term effect on her/his ability to carry out normal day-to-day activities.
For something to count as an impairment it must effect one of the following:-
- mobility
- manual dexterity
- physical co-ordination
- continence
- ability to lift, carry or otherwise move every day objects
- speech, hearing or eyesight
- memory or the ability to concentrate, learn to understand
- perception of the risk of physical danger.
An Interview Guarantee
For disabled people who are able to show in their applications for jobs advertised by the Council that they meet the essential requirements, we are prepared to guarantee an interview. In this way, recruiters will be able to see and discuss the effects of the disability without making undue assumptions about it.
How to get a Guaranteed Interview
If you are a disabled person, who considers that you fit the above definition of disability, and you want to take advantage of this guarantee, you should :-
(1) satisfy yourself that you do meet the essential requirements for doing the job, as described in this job information pack,
(2) ensure that you demonstrate that you meet the essential requirements in your application for the job,
(3) complete the section in the application form headed “Guaranteed Interview for Disabled People”, giving details of any reasonable adjustment that could be made to enable you to successfully undertake the duties of the post. You may continue on a separate sheet.
(4) If you have a disability which prevents you from completing this application as indicated, an application may be made using a different format.
POLICY ON THE RECRUITMENT OF EX-OFFENDERS
Warwickshire County Council aims to provide equality of opportunity for all with the right mix of talent, skills and potential. We welcome applications from a diverse range of candidates.
Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Unless the nature of the work demands it, you will not be asked to disclose convictions which are "spent" under the Rehabilitation of Offenders Act 1974. Having an "unspent" conviction will not necessarily bar you from employment. This will depend on the circumstances and background to your offence(s). However, any "unspent" convictions, which are not declared and subsequently revealed, may result in dismissal.
Under the Rehabilitation of Offenders Act 1974, a conviction will become “spent” (i.e. treated as if it had not occurred) where the individual has not, after a specified period of time, committed another serious offence. Rehabilitation periods vary depending on the type and length of conviction originally incurred.
Warwickshire County Council has a legal obligation to protect vulnerable customer and client groups (such as children in schools and in care, and older people) from people who have committed serious offences, and as such meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974. All applicants who are offered employment in a post that falls into this category will be subject to a criminal record check from the Criminal Records Bureau, before the appointment is confirmed. This will include details of cautions, reprimands or final warnings, as well as convictions, including "spent" convictions and where the post is subject to Enhanced Disclosure, other relevant non-conviction information, such as police enquiries and pending prosecutions will be included.
Warwickshire County Council is committed to compliance with the Criminal Records Bureau Code of Practice for Registered Persons and other recipients of Disclosure information. (Copy available on request).
If you have any queries or concerns please ring the contact number contained in the advertisement for the post. If you are in any doubt about your declaration, you should seek further advice e.g. from the Citizens Advice Bureau or local Law Centre.
AGE
We recognise the guidance in relation to age discrimination (Code of Practice on Age Diversity in Employment) and we are committed to promoting equal opportunity to people of all ages within the accepted span of a working life. The normal age range for applicants is 16 - 65 but in exceptional circumstances, our normal retirement age of 65 may be relaxed. |