At Elliott Scott HR, we believe in promoting an inclusive and accessible recruitment process that values difference and eliminates barriers for candidates from all backgrounds. 

We are committed to giving every candidate a fair chance to showcase their skills, abilities and potential. Our Accessibility Policy outlines our dedication to accessible and equitable recruitment practices. 

Our Commitment 

We are passionate about creating an inclusive environment and ensuring our recruitment process is accessible to all individuals. Our policy aligns with the Equality Act 2010 and other relevant legislation, which protect individuals from discrimination based on protectet characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. 

Adjustments 

Under the Equality Act 2010, we and our clients are responsible for implementing "reasonable adjustments" for individuals falling under the definition of a disabled person. These adjustments aim to minimise any disadvantages faced by disabled individuals in comparison to those who are not disabled. 

Making Adjustments 

• We aim to offer a clear process and a safe environment for all our candidates to declare any disability or circumstance which may impact their participating in our or our client’s recruitment process without unfair disadvantage. 
• Candidates are welcome to share any disabilities or special needs with us at any point, either by directly informing one of our consultants or during the application or registration process. While candidates are not required to disclose a disability, we do encourage them to do so that we can provide support and make necessary adjustments. We will not directly inquire as to whether a candidate has a disability. We will, however, ask questions to establish whether a candidate can comfortably comply with the recruitment process and any associated assessments and whether they can carry out the functions and responsibilities intrinsic to the job. 
• If a candidate discloses a disability or special need, we are committed to providing necessary accommodations to assist them. Recognising the uniqueness of each individual is important to us. Additionally, we understand that candidates may not have prior knowledge of suitable accommodations or how they can best be supported. 
• Once a candidate has shared a disability or special need with us, only with their consent, will we notify the client for any position they are being considered for and communicate any reasonable adjustments required. 

Examples of adjustments 

• Adapting interview formats or venues to ensure accessibility for candidates with physical or sensory disabilities. 
• Providing alternative communication methods or aids for candidates with hearing or visual impairments. 
• Modifying assessment methods to accommodate Neurodivergent candidates with specific variations of cognitive functioning. 
• Offering additional support or resources to candidates who require them during the recruitment process. 
• Providing interview questions in advance and in written format. 
• Allowing a guide or hearing dog into the workplace. 

This list of potential adjustments is not exhaustive. To uphold an inclusive and fair recruitment service, the Accessibility Policy will continuously evolve. Regular reviews conducted (insert frequency, e.g., annually) by (insert responsible party, e.g., Management), will ensure that our methods comply with current laws, industry norms, and the evolving landscape of Diversity, Equity, and Inclusion (DE&I) in the workplace.