Recruitment Disability Checklist
This checklist is in line with the Disability Discrimination Act* and the Disability Rights Commission Code of Practice.
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Interview Panels |
Have panel members had training in the University Equal Opportunities Policy and Practice? |
Interview Panels |
Have panel members read and understood the University policy regarding disabled applicants? |
Job and Person specification |
Have essential requirements been scrutinised to ensure they are necessary? |
Job and Person specification |
Have essential requirements been scrutinised to ensure they are not merely desirable? |
Job and Person specification |
Have the essential criteria in the employee specification been reviewed against the DDA* and adjustments made as needed before advertising posts? |
Job and Person specification |
Where personal, medical or health related preferences are stated are these necessary and justifiable? |
| Applicant Information | Is the minimum criteria specified? |
| Applicant Information | Have you made provision to provide all the job information, including the application form, in a wide range of formats, for example, in large print or on audio tape? |
| Applicant Information | Are there standard questions in the application form, which allow a disabled applicant to say whether any special provisions are required at interview? |
| Applicant Information | Have you made sure that any questions about a person’s impairment relates only to their ability to do the job on the form and at interview? |
| Applicant Information | If you require a medical report or examination, for the post have you ensured that all applicants are requested to complete one? |
| Job Adverts | Is this available in a wide range of formats, for example, in large print or on audio tape? |
| Job Adverts | Does the advert state that the University guarantees to interview all disabled applicants who meet the minimum criteria in the employee specification? |
| Job Adverts | Have you indicated where the information on the minimum criteria is for disabled applicants.? |
| Publicity | Is the advert fair and non-discriminatory? |
| Publicity | Has the advert been produced in different formats? |
| Publicity | Has the advert been placed in publications or on websites for disabled people? |
| Shortlisting | Have you made sure that any disabled applicant meeting the minimum criteria is set aside for interview and not subject to subsequent change in the minimum criteria? |
| Interviews | Have arrangements been made to provide access requested by disabled applicants? |
| Complaints | Have you made it clear who applicants should contact in your department. in the event that they may have a complaint? |