procedure against any employee who is found to have committed an act of improper or unlawful discrimination against a disabled customer or client. Employees should also draw the attention of their line manager to suspected discriminatory acts or practices relating to its disabled customers and clients.
Recruitment, advertising and selection
The recruitment process will be conducted in such a way as to result in the selection of the most suitable person for the job in terms of experience, abilities and qualifications. The Company is committed to applying its equal opportunities policy statement at all stages of recruitment and selection.
Advertisements will encourage applications from all suitably qualified and experienced people. When advertising job vacancies, the Company will, as far as reasonably practicable, avoid prescribing any unnecessary requirements which would exclude disabled job applicants. In addition, where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees with a disability.
The selection process will be carried out consistently for all jobs at all levels. The selection of new staff will be based on the job requirements and the individual’s suitability and ability to do, or to train for, the job in question after adjustments have been made (see below). A disability will not in itself justify the non-recruitment of a job applicant. In addition, the Company will have regard to its duty to make reasonable adjustments to work arrangements or to work premises in order to ensure that a disabled job applicant is not placed at a substantial disadvantage in comparison with persons who are not disabled.
The Company recognises that equal opportunities for disabled employees may mean adjustments to the work arrangements or to work premises. These adjustments will be made wherever reasonable and within a reasonable time frame. On starting work, a disabled employee’s manager will be responsible, in consultation with the employee, for ensuring such reasonable adjustments are made to working arrangements or to the workplace itself as are required to enable the employee to work safely and effectively. Where the manager does not have the relevant knowledge or experience to make reasonable adjustments, an internal or external specialist may be consulted. However, the expertise of the disabled employee concerning his or her own disability will always be recognised. Reasonable adjustments may include, but are not limited to, re-allocation of job duties, altering hours of work, permitting absence during working hours for treatment or rehabilitation, providing specialist equipment and training, providing supervision, remote working or redeployment to a suitable alternative vacancy.
Where, during the course of employment, a disabled employee recognises the need for a reasonable adjustment to his or her working arrangements or to a physical feature of the work premises, he or she should discuss this requirement with their manager. The manager will then determine the appropriate action.
Once an adjustment has been made, its operation may need to be reviewed at regular intervals to assess its continuing effectiveness.
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