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Inclusive recruitment

We recognise diversity as a core value of the NHS Constitution and are committed to advancing equality and building an inclusive workplace culture, where everyone is treated with respect and dignity and everyone feels valued.

We operate a fair and open approach to recruitment and welcome applicants from all sections of society.  We undertake equal opportunities monitoring to ensure our recruitment policies and practices are inclusive for all.

Any equality data submitted during the recruitment process will be treated confidentially and will be kept separate from applications.  It will not be seen by the panel short-listing or interviewing candidates.

Candidates with a disability

In order to increase the representation of disabled employees in the workforce, HEE participates in the Two Ticks Scheme operated by the Department of Work and Pensions. By using the Two Ticks symbol, HEE has made these five commitments:

  • HEE will guarantee to interview all disabled applicants who meet the minimum criteria for a job vacancy and will consider them on their abilities
  • HEE will discuss with disabled employees, at any time but at least once a year, what they can do to make sure they can develop and use their abilities to achieve the most from their careers
  • HEE will make every effort when employees become disabled to make sure they can stay in employment
  • HEE will take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
  • HEE will review these commitments every year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.

As a body covered by the Equality Act 2010, we have a duty to show due regard to reasonable adjustments in the recruitment and selection process. Provided that the applicant informs of any specific requirements, HEE will ensure that any adjustments are fairly considered.

Information about a disability will not be passed on to the selection panel until short-listing has taken place. Such adjustments might include providing information and application forms in alternative formats, or ensuring that interviews take place in accessible venues.

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