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Nottingham City Homes – A Disability Confident employer

Nottingham City Homes – A Disability Confident employer

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Nottingham City Homes is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, colour, nationality, ethnic origin, gender, gender reassignment, marital status, disability, pregnancy and maternity, religious or political beliefs, age, sexual orientation or offending backgrounds.

We are proud to receive the Disability Confident Employer badge as we have adopted a proactive approach to employing and retaining a diverse workforce. The symbol supports us to make it clear to all who identify with a protected characteristic that as an employer we value their contribution and will treat them fairly.

Definition of Disability

The Equality Act 2010 sets out circumstances in which a person is 'disabled'. It says a person is disabled if they have

  • A mental or physical impairment,   

  • That has an adverse effect on the ability to carry out normal day to day activities

  • The adverse effect is substantial

  • The adverse effect is long term (meaning it has lasted for 12 months or is likely to last for more than 12 months, or for the rest of the persons life)     

Our commitment    

  •  We guarantee that if a disabled person applies for a job, and they meet the essential criteria stated on the person specification, they will have an interview for the role regardless of the nature of their disability. This does not necessarily guarantee a job offer.
  • We will take care not to prevent disabled applicants from applying for a role by asking them to perform duties that with reasonable adjustments cannot be fully carried out. For example, if a role involves travel, a driving licence may not be necessary as a disabled candidate may be able to use public transport or make other arrangements.
  • Applicants are asked to indicate whether they have a disability on a job application form. This is never shared with the shortlisting panel, and this information will be kept for monitoring reasons to ensure we are reaching all communities with our advertising strategy.
  • The interview panel will be required to consider a candidate on the basis of their skills, values and experience, and at no point within the assessments should the panel consider implications of an individuals disability - except in regards to any reasonable adjustments we would need to make to support the individual joining us if successful.
  • If a disabled person is appointable on the basis of their performance at interview, then the implications of their disability can be considered. Under the Equality Act 2010 and our Equality and Diversity initiatives, we are committed to offer reasonable adjustment to accommodate a candidate's disability. Occupational Health will need to be informed if this situation arises.
  • Nottingham City Homes may be able to apply for funding to help cover the costs for any equipment or additional support that the employee may need through Access to Work.
  • If the adjustments are deemed unreasonable, e.g. in terms of cost or disruption, an offer of employment may be withdrawn, however this would be the last resort and would not happen until all options of a resolution have been investigated.
  • Audits will be carried out randomly, by the Organisational Development Team, to check that shortlisting is being carried out correctly, and all interview paperwork is auditable and kept in line with Data Protection requirements.
  • We will ensure there is a mechanism in place to discuss at any time, but at least once a year, with disabled employees what we/they do to make sure they develop and use their abilities.
  • We will make every effort when employees become disabled to ensure they stay in employment.
  • We will take action to ensure all employees develop an appropriate level of disability awareness to make these commitments work.

Each year, Nottingham City Homes will review the above commitments and see what has been achieved, plan ways to make improvements and let staff and the Employment service know about progress and future plans.