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OxfordGuideToCareers2017
OxfordGuideToCareers2017
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D<br />
APPLICATION ESSENTIALS<br />
EQUALITY AND DIVERSITY<br />
IN THE APPLICATION PROCESS<br />
Many individuals worry about how recruiters will view their application owing to preconceptions<br />
about race, disability, ethnicity, gender, sexual orientation, mental health conditions, social class<br />
or age. The reality is that recruiters want the ‘best individual for the role/scheme’ and are keen to<br />
recruit employees from diverse backgrounds.<br />
Many employers are proud to have strong equality and<br />
diversity policies - look for details when researching<br />
organisations (p.p.15-16). These organisations recognise<br />
and value the unique skills, experience and attitudes that<br />
individuals bring owing to their personal circumstances.<br />
They also understand that students with a disability, health<br />
condition or those who have had to ‘suspend studies’ are<br />
often concerned that they may be at a disadvantage in the<br />
recruitment process – that it will not be fair.<br />
<br />
<br />
circumstances. For example, they may provide additional<br />
time for verbal reasoning tests so as not to disadvantage an<br />
individual with dyslexia or dyspraxia.<br />
Applicants also have protection in law. The UK Equality Act<br />
2010 protects you - at all stages - from discrimination due to<br />
disability, age, gender, race, religion and beliefs and sexual<br />
orientation. It may be worth familiarising yourself with the law -<br />
see www.gov.uk/equality-act-2010-guidance.<br />
Whilst you may fear that your circumstances will be viewed<br />
negatively, for the recruiter they are often seen as an asset -<br />
for example, your problem solving skills developed through<br />
having a disability may be much higher than others. Ultimately,<br />
what matters is how you evidence your skills, motivation and<br />
competencies throughout the application process - you are<br />
your best advocate!<br />
<br />
‘disclose’ so that the recruiter can put in place processes (eg,<br />
selection material put into an accessible format dependent<br />
on your disability) and resources that enable you to meet the<br />
demands of the selection process and job function without<br />
disadvantage.<br />
It is your personal decision whether or not to inform a recruiter<br />
of your circumstances. And, if you do choose to disclose<br />
this information, you must also decide at what point in the<br />
recruitment process (application, interview, job offer or in the<br />
job) to do so.<br />
Everyone’s circumstances are different and understanding your<br />
<br />
how recruiters might view you from what you have read or<br />
heard in the media and from others - instead, seek advice and<br />
more information to help you make your best decision.<br />
] The Careers Service has advisers who specialise in disability<br />
and diversity issues and can help you to decide how to<br />
present your situation and potential needs effectively.<br />
] Approach the organisation’s recruitment team for advice<br />
– this is an important part of their role, as outlined in the<br />
employer’s point of view below.<br />
THE RECRUITER’S VIEW<br />
Cherelle Williams,<br />
Diability Focal Point, HR,<br />
Shell International Ltd.<br />
For people with disabilities and longterm<br />
health conditions, it can be<br />
daunting to share relevant details<br />
about their conditions such as how they<br />
are impacted and what adjustments<br />
they will need. Individual’s reason for<br />
this will vary, but can include fear of<br />
discrimination, worry over who will<br />
know and not wanting to be treated<br />
differently.<br />
At Shell, we believe in creating an<br />
inclusive culture where you can thrive.<br />
An inclusive work environment is key to<br />
innovating, developing and retaining<br />
top talent. Recognising this, Shell<br />
provides platforms for all employees,<br />
and ultimately the organisation, to<br />
reach their full potential. To enable<br />
an applicant or an employee to be<br />
their best, we provide support and<br />
adjustments during our recruitment<br />
process, in the workplace and within our<br />
policies.<br />
www.careers.ox.ac.uk<br />
To maximise the support we can provide<br />
to you, a relationship of trust needs to<br />
be developed between you and Shell as<br />
the potential employer. This relationship<br />
can only be developed through twoway<br />
communication about the affect<br />
your disability and/or long-term health<br />
condition may have on your ability to<br />
apply for and later, to perform in your<br />
role. For us to support you, we need you<br />
to be open and honest about what’s<br />
needed. You are the expert; but if you<br />
are unsure and have questions just<br />
ask, and work with us to build the best<br />
support possible for you.<br />
Our job application process allows<br />
you to confirm whether you require<br />
any adjustments to be made to the<br />
facilities and/or recruitment process<br />
as well as providing information on<br />
what the adjustments may be and<br />
mitigating circumstances. You can also<br />
email us with this information. With<br />
the information you provide to us, our<br />
Disability Focal Point will proactively<br />
contact you to discuss your specific<br />
adjustment needs on a one-to-one<br />
basis, enabling you to perform to your<br />
best ability during the recruitment<br />
process. It allows us to remove barriers<br />
to your performance and assess your<br />
talents and abilities fairly.<br />
In the workplace, you will be supported<br />
by your Line Manager, our internal<br />
Occupational Health team and also<br />
be able to speak with our internal<br />
disability network, enABLE. Workplace<br />
adjustments mean you are able to<br />
fulfill the duties associated with your<br />
role and set you up for future success.<br />
Example adjustments include extra<br />
time, modifications to documentation<br />
(formats, colours, fonts) workstation<br />
assessments, standing desks and<br />
allowing for breaks within assessments<br />
or within your role.<br />
Remember: we have the best of<br />
intentions to support you in your<br />
recruitment journey and as a Shell<br />
employee, and sometimes we may<br />
need your help to do that. Providing you<br />
with adjustments is not about making<br />
things ‘easier’; it’s about ensuring you<br />
can perform to your highest potential<br />
and be who you are!