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As an employee-led organisation we are committed to providing new and existing employees with the same equal opportunities to working at our company.
As an Equal Opportunities employer we have been awarded use of the symbol and our obligation to the commitments of the ‘Disability Confident’.
This scheme ensures we continue to be positive and committed in ensuring that disabled people are supported by us as an employer and treated fairly through every stage of their application and the selection process.
Our obligations under the scheme and the Single Equality Act mean that we will take regular action against the following five commitments of the scheme itself
– We will always guarantee an interview to any disabled applicant who meets the essential criteria as outlined in the person specification of the post.
– That our disabled employees are consulted with on an annual basis to ensure they are able to develop and use their abilities whilst at work.
– For any employee who becomes disabled whilst employed with us will be retained in their employment with us.
– To make every effort when an employee becomes disabled to retain them in employment with the company.
– To always improve our knowledge in ensuring that key employees develop the awareness of disability required to make the above commitments work effectively.
– We will always undertake and make any reasonable adjustments that will support our post applicants during their interview process and when they become an employee.
– To review our ongoing commitments each year to check on achievements, plan improvements and to be able to advise employees about any progress and future plans.
Spectrum is signed up to the Mindful Employer Charter. This means we are positive about mental health and will work to provide employees with easier access to information and practical support if they experience stress, anxiety, depression or other mental health conditions.
As an employer we:
– aim to show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
– aim to ensure that all staff involved in recruitment and selection are briefed on mental health issues and the Disability Discrimination Act, and given appropriate interview skills.
– aim to make it clear, in any recruitment or occupational health-check, that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health issue will enable both employee and employer to assess and provide the right level of support or adjustment.
– aim to not make assumptions that a person with a mental health issue will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
– aim to provide non-judgmental and proactive support to individual staff who experience mental health issues.
– aim to ensure all line managers have information and training about managing mental health in the workplace.
– recognise that people who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment.
– recognise that whilst some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job.
– recognise that, given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with ongoing issues.