OXFORD

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