| We are committed to fair treatment and wish to afford all candidates the same opportunity to participate in the recruitment process.
All candidates are invited to declare if they considered themselves to have a mental or physical impairment and what adjustments or arrangements may be required for assessment.
The Disability Discrimination Act (1995) defines a disability as a ‘physical or mental impairment which has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities.’
GraftonESP work closely with our in-house Occupational Psychologist to ensure a fair and consistent approach to those persons who require reasonable adjustments. Examples of such adjustments are:
| Disability |
Examples of reasonable adjustment |
Conditions |
| Hearing impairment |
Use of an interpreter
1-1 testing |
Proof to be provided by GP letter * |
| Visual disabilities |
Large Print
Magnification aids
Braille |
Proof to be provided by a GP letter * |
| Motor disability |
Accessible venue
Provision of a short journey
Adjustment to desk height
Adjustment to chair type/height |
Proof to be provided by GP letter * |
| ‘Other disabilities’ |
Dyslexia – additional time, change to test paper
Neurological disorders – change to lighting, additional time |
Proof to be provided by Educational Psychologist
Proof to be provided by GP letter * |
*Discretion can be used on the requirement of proof if it is only the physical
conditions being altered. If in doubt advice should be sought from the Account
Manager or Occupational Psychologist.
To find out more please contact the HR Account Team on 08453666699. |
