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Supporting Equality and Diversity

Supporting Equality and Diversity

Supporting Equality and Diversity

Supporting Equality and Diversity

Jobseekers and employees are protected from discrimination by The Equality Act 2010 on the basis of certain characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

We understand that you may have concerns or queries around these areas and more when career planning and job seeking, so in this section we have pulled together information and advice on common equality and diversity issues you may face, sources of support and positive employers and programs they offer.

Student and Alumni Profiles

In celebration of International Women’s Day (8th March 2020) read a range of stories from our current students and graduates. They share both their career plans/ideas, and also top tips and advice on how to reach out for help and support and how they’ve enhanced their employability

Most employers have equality and diversity policies and are positive about recruiting and retaining a diverse work force. When researching employers, there are a few things you can do to see how open an employer might be to recruiting a diverse workforce:

  • Check to see if the job advert states they are an equal opportunities employer
  • Log in to their website and look to see if they have an equal opportunities policy
  • Do they offer application forms in different formats or mention adjustments for applicants, with disabilities, on their website or in the job advert?
  • Look out for employers who are signed up to certain schemes such as the Disability Confident employer scheme, the Business Disability Forum and Mindful Employer's Charter. Just because employers are not signed up to these schemes however does not necessarily mean they are not positive in supporting diversity in the workplace.
  • Look out for the disability confident symbol to show they encourage applications from disabled people
  • Some employers run insight events or work experience schemes aimed at under-represented groups in the profession.
  • Relevant professional bodies may also run initiatives attempting to make access fairer across the sectors they represent.

Employers may also have their own Diversity groups within the organisation which they may advertise on their websites.

Finding an inclusive employer

The Employers Network for Equality and Inclusion (ENEI) - provides training and resources around inclusivityand can help you find a company that is committed to diversity in the workplace.
Inclusive Companies - network of employers committed to driving inclusion and diversity forward. 

Recruitment Agencies

The following links will take you to inclusive recruitment agencies for all protected characteristics:  

https://www.diversifying.io/
https://www.inclusiverecruiting.co.uk/
https://www.vercida.com/uk

It is worth being aware of the legislation that employers face when recruiting to roles and the impact on Equality & Diversity:

  • Protected characteristicsThere are 8 protected characteristics: race, gender, religion, age, sexuality, disability, marriage/civil partnership status and pregnancy/maternity (Equality Act 2010)
  • Positive Action is defined as measures employers can take to address any imbalance of opportunity and or reduce disadvantage that those with a protected characteristic could face. In order to demonstrate the need for positive action the employer must have at least twelve months’ worth of data indicating that particular groups of people are under-represented in a particular area of work. Positive action can be used to encourage particular groups to apply, or to help people with particular protected characteristics to perform to the best of their ability e.g. positive action statements in recruitment adverts.
  • Positive discrimination is illegalDiscrimination occurs when a candidate is given preferential treatment because of a protected characteristic, or is employed specifically because of a protected characteristic, rather than because they are the most qualified or equally qualified for a role.
  • Occupational requirement. There are certain instances when an employer can specify particular characteristics for a role, if the role needs to be done by a person with that particular characteristic. For example, it would be legal and appropriate to specify that only women can apply for a role in a women’s refuge. This type of occupational requirement is permitted only if the employer can demonstrate:

            1. Robust and demonstrable link between the requirement and the job

            2. Good business case or aim for holding the specific requirement

            3. Holding the requirement is proportionate (i.e. appropriate and necessary)

 

 

Don’t be afraid to ask for reasonable adjustments during the recruitment process if you require any additional support. It is always worth letting an employer know in advance of any adjustments you may require so they can have time to accommodate your needs. Don’t wait until you have failed a stage of the recruitment process to let them know about any extra support you may need, let them know in advance so they can make any reasonable adjustments.

  • Application Forms - Employers can make a number of adjustments such as offering the form in large print, electronically or as an audio file on request. Some forms will ask if you require any specific adjustments during the recruitment process. If you are unsure how to fill in this section book an appointment with a Careers Consultant to discuss.

Part of the application form often includes an equality and diversity section which will ask you about personal information such as your ethnicity, gender, faith and/ or sexuality. This form is separate to the rest of your application so is not seen by those making the hiring decisions and therefore does not have an impact on the rest of your application. The information collected is then used to analyse how diverse the applicant pool was and review any potential changes that could be made to improve the recruitment process.

  • Psychometric tests – You may be asked to undertake these as part of the recruitment process. They are often undertaken online or sometimes in paper based format during an assessment centre. Employers should be able to make any reasonable adjustments such as extra time, accessible print options, scribe or testing individually rather in a large group.
  • Assessment centres - these include a number of tasks such as interviews, psychometric tests, presentations and group exercises, that assess the skills required for the job. It is worth speaking to a member of the graduate recruitment team in person to discuss your needs as soon as you receive an invitation to an assessment centre.

Disclosing a Disability

Many people worry about disclosing personal information to potential employers for fear of how this will be perceived.

It is your choice whether you should tell an employer that you have a disability, mental health condition, dyslexia, dyspraxia or another neurological or longer term health condition. You must use your own judgement as the Equality Act 2010 doesn’t explicitly say that you have to disclose a disability.

What an employer can ask:

You may be asked whether you have a health condition or disability early on in the recruitment process.

The Equality Act 2010 supports the rights of people with disabilities by giving greater legal protection against discrimination. It emphasises the legal duty on education providers and employers to make reasonable adjustments.

Benefits of disclosing:

  • Disclosing can ensure you receive appropriate “reasonable adjustments” in the selection process
  • It gives you the opportunity to highlight additional strengths
  • You may be able to access additional funding to support you with equipment
  • Allows you to explain any possible gaps in academic study
  • Enables you to put academic results achieved into context if required

Potential consequences of not disclosing: 

  • You could lack the adjustments / support you need and miss out on their dream job.
  • Making a late request for adjustments could delay the recruitment process.
  • If you needs adjustments to fulfil the role you have been recruited to do and not asked for these in advance, you may not be able to perform the role you were recruited to do.

There is a Facebook Live recording about disclosing disability and long-term health issues to employers at the link. below:

Facebook Live - disclosing disability and long term health issues

MyPlus Students' Club - 'Explore the Law' careers insight event

If you are a high performing undergraduate with a disability or long term health condition who wants to pursue a fast paced, exciting career in law, join us at our unique Explore the Law careers insight event. Meet international law firms, including Baker McKenzie, DLA Piper, Hogan Lovells, Linklaters, Norton Rose Fulbright and Slaughter and May, and gain a real insight into commercial law careers. You will also have the opportunity to participate in interactive skills sessions led by recruiters on topics such as interview skills, managing a disability in the workplace and requesting support in the recruitment process. You will also learn first-hand from our panellists what it is like to work with a disability in a leading City law firm.

The next event will take place on 25th November 2021. This event is for first, second or final year students studying a law or non-law degree at UK Universities. It is also for those studying for the LPC. You will need to have a strong academic record; genuine mitigating circumstances will be taken into consideration.

For further information on who is eligible to apply, please visit the Who can Apply page. To register your interest in the event, click here

 

Blind in Business: Visually Prepared

Bath is hosting Blind in Business' Visually Prepared workshop.

When: 12th October at 18:00-19:30pm.

Where: Virtually via Zoom.

Who: This event is for partially sighted and blind students and graduates.

This is a very interactive 1-hour and a half workshop all based on building confidence in, and taking ownership of, your visual impairment in the graduate recruitment process. We can cover:

  • Disability disclosure: Should I disclose and can it be an advantage?
  • Making the most of accessible internships and work experience.
  • Reasonable adjustments anf access to work.
  • Building your network and playing the game.
  • Are employers really disability confident?

If any VI students would like to attend this event or would like more information, please email Chantelle@blindinbusiness.org.uk or call 0207 588 1885. Once you have registered you will be provided with the Zoom details to access the session.

 

Civil Service Care Leaver Internship Scheme

The Civil Service Care Leaver Internship Scheme provides care leavers with the opportunity to apply for ring-fenced 12-month paid internships in the Civil Service. The internships provide exciting opportunities which enable care leavers to experience working in central Government. The aim of the internships is to help them to develop skills and competencies which we hope will strengthen their career prospects for the longer term.

The internships will be hosted across various Government Departments and agencies, which have offices in locations across England, Scotland and Wales. We will share the locations for these roles once they are finalised by the various participating Government departments and agencies, and further information will also be available at Civil Service job search - Civil Service Jobs - GOV.UK

No qualifications are required to apply for the internships, but applicants must be a care leaver aged between 18-30 years old. Successful applicants will be asked to confirm their care leaver status (e.g., through a letter from their local authority Personal Adviser, other officer from their local authority, or a named contact in their supporting organisation).

The internships will be offered at two levels: Administrative Officer (typical salary £18,000per annum) or Executive Officer (typical salary £22,000 per annum). London salaries may be higher. Those who apply for the Executive Officer role may be considered for the Administrative Officer role if unsuccessful with their EO application.

  • Administrative Officers (AOs) provide administrative support whilst working within a team structure, and do not have line management responsibilities.  
  • Executive Officers (EOs) are typically involved in problem solving, business planning and policy making within Government, usually working within a supportive team structure, under the direction of relevant team leaders. EOs can also hold individual responsibility for pieces of work within a programme or project.

An online application system will be used, which will open for applications on Friday 27 August 2021 and will close at 23:55 hours on Friday 24 September 2021

Support from the Career Zone

The appointments can be either face to face or online and designed to offer personalised one to one advice and guidance and give you time to discuss your career questions and concerns. They normally last about 30 minutes, but please let us know if you think you will require extra time and we will do what we can to accommodate this.

To book, you can contact us via the Live Chat icon at the bottom of this page or phone us on +44(0)1392 724493 (both campuses).

For more information about how to get the most out of your appointment visit Maximise Your Appointment

For further information about appointments, see our FAQs

Access to Internships (A2I) is a scheme to help Exeter UG students from underrepresented groups arrange a UK paid internship with the support of funding. All funding is issued on a first-come-first-serve basis.

A2I, together with the Career Zone, can help you:

  • Identify potential internship employers
  • Make an effective approach to request a paid internship
  • Provide generous funding to offset the cost of an internship

For further information and to see if you are eligible click here

Equality and Diversity Resources 

Find more resources relating to Equality, Diversity and Inclusivity by visiting MyCareerZoneDigital.

Founded by a group of Exeter alumnae (female graduates) Exe-X South West connects female graduates of the University of Exeter, including St Lukes and Camborne School of Mines, and provides opportunities for them to meet and network. 

Exe-X South West hold an informal meet-up on the first Tuesday evening of every month and organise additional events during the year. Previous events have included talks and lectures, guided tours, theatre and concert visits.  

The Group provides an excellent way for local alumnae to meet graduates from many different careers and disciplines, expanding your social and professional networks. It also helps you to stay in touch with the latest developments at the University.   

For details of meetups and events please contact Hilary Thomson or see our Facebook page: University of Exeter South West Alumnae Group 

Explore more about women in leadership with the TedTalks below.