Two Ticks - Frequently Asked Questions
Frequently Asked Questions
Why is the University implementing this now?
Isn't this positive discrimination?
Who will pay for the cost of the extra interview expenses this will involve?
Does this apply to overseas candidates?
Does this override other legislation, such as immigration legislation?
Why has a new person specification been introduced and how do I use it?
What should I do if I don’t believe someone has a disability?
What should I do if the disabled candidate is not the best person at interview?
What should I do if the disabled candidate is the best person at interview?
What happens of the adjustments that are necessary are unreasonable?
The University is committed to equal opportunities and the Two Ticks scheme is a good way of publicising that fact. The University is required by law not to discriminate on the grounds of disability, and the Two Ticks scheme is an extension of the University’s legal duties.
The University was awarded the Two Ticks symbol, by the Employment Service in the Summer of 2003 and this was approved by the Human Resources Committee and Council. However, much work has been done in the interim to ensure that the University can meet all of the commitments before the scheme is actually launched.
It means that the University is committed to:
- Interviewing all applicants with a disability who meet the essential criteria on a person specification and considering them on their abilities.
- Ensuring there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what can be done to ensure that they develop and use their abilities.
- Making every effort when an employee becomes disabled to ensure that they stay in employment.
- Taking action to ensure that all employees develop and appropriate level of disability awareness to make these commitments work.
- Reviewing the commitments each year to assess what has been achieved, plan ways to make improvements and to let staff and the Employment Service know about progress and future plans.
Implementation of the Two Ticks scheme does not breach employment legislation. The Disability Discrimination Act permits this kind of positive action. Remember, that although disabled candidates who meet the essential criteria on the person specification are guaranteed an interview, they are not guaranteed a job offer. The disabled candidate must be considered on the merits of their application.
4. Anyone will be able to declare themselves as disabled so they can get an interview. How will we make sure that this does not happen?
Candidates are given the legal definition of what a disability is in the application form and are asked to tick the box, only if they comply with the definition. The application also makes it clear that any false declaration may result in any offer of appointment being withdrawn.
For Ordinance VI posts, the cost will be met, as normal, by Human Resources. For all other positions, the cost will be met by the Department. Please remember that for a number of support services positions, applicants are generally from the local area and are not eligible for interview expenses. Please also remember, that telephone interviews may be used in incidences where it would be too costly to ask the individual to attend the interview on campus.
Yes, it applies to all applicants.
No. All other legislation still applies and this does not take precedent. For example, if you have a disabled candidate who requires a work permit apply for a position in which a work permit would not be granted, you would not be required to shortlist the applicant.
A new person specification has been introduced to make it clearer for recruiters and applicants to understand how the selection process will work. Recruiters are asked to indicate, when writing the person specification, at what stage the criterion will be assessed. That way the candidate knows what information needs to be included in the application and what sort of questions they’re likely to be asked at interview for example.
As disabled candidates who meet the essential criteria are guaranteed an interview, it is important to make clear what criteria are to be measured from the application form.
Recruiters will need to think carefully about each criterion and decide at what stage it can be assessed. For example, there is no point assessing whether a candidate has good interpersonal skills from an application form. The interview would be the most appropriate place to test this skill.
This is a difficult one. The legal definition of disability also covers mental ill health and certain degenerative diseases that may not have obvious symptoms, so care must be taken. If you’re in doubt, talk to your HR Adviser.
10. What should I do if a disabled candidate meets the essential criteria measurable from the application form?
They must be invited for interview. This is regardless of whether the pool of shortlisted candidates is too large. Although you may use the desirable criteria to reduce the pool to a manageable level to interview, disabled candidates who meet the essential criteria must be excluded from this exercise.
When making the interview arrangements, remember to consult the disabled candidate’s application form to ensure that any adjustments or special arrangements that need to be made are done. The Equality and Diverstiy Adviser and the Disabilities and Additional Needs Section will be able to provide information on accessible rooms and the provision of support equipment.
11. What should I do if a disabled candidate does not meet the essential criteria measurable from the application form?
If any candidate does not meet the essential criteria measurable from the application form, then they should not be shortlisted. The shortlisting matrix or the shortlisting notes should clearly identify which of the essential requirements on the person specification measurable from the person specification have not been met.
If they are not the best candidate for the job, they should not be offered the job. Be careful though that you’re making the decision on the basis of their performance at interview and not on the implications of employing them.
They should be advised that they are the successful candidate then consideration should be given to what adjustments, if any, are needed to the job or to the working environment. In law, the University is required to make reasonable adjustments to ensure that a disabled candidate is able to do the job. Certain modifications can include additional computer equipment or office equipment such as a specialised chair, re-organisation of the duties (as long as the candidate can do most of the duties themselves) employment of a personal reader or note-taker.
Access to Work is a government scheme which provides funding to employers who are employing a disabled person for any adjustments that need to be made. Further information can be found at: http://www.jobcentreplus.gov.uk/cms.asp?Page=/Home/Employers/
DisabilityServiceshelpforEmployers/AccesstoWork
Applications must be made within six weeks of the commencement of employment. Further information is available from the relevant HR Adviser.
If the adjustments are unreasonable then an offer of appointment may be withdrawn. However, case law shows that employers are expected to do their very best to employ a disabled person and only if the costs are prohibitive or if the disruption to the Department is so severe that it will adversely affect the business of the Department can an offer be withdrawn. No action should ever be taken without consulting with the relevant HR Adviser.
Author: Anne Lamb, Human Resources, December 2004