Accessible recruitment

1. Job adverts assessed to ensure that they do not discriminate against disabled applicants. Wide variety of applicants.

2. Job descriptions and Job specifications are also assessed to ensure they do not discriminate.

3. Guaranteed Interview Scheme where by any job applicant who considers themselves disabled is guaranteed an interview. Interview facilities and times are changed to accommodate disabled applicants as necessary.

4. Reasonable adjustments can be considered prior to interview, during the interview and once employed. This has led to some pre interview visits. Employees have been increasingly confident in requesting assessment and adjustment. All managers are aware of Access to Work.

5. Disability Employment Group and the work with REMPLOY, Luton Job Centre and Access to Work which allows suitable applicants to trial jobs and voluntary work within the hospital to ascertain suitability on both sides.

6. Disability two tick award renewed. Awarded by REMPLOY for good recruitment practice for people with disabilities.

7. Increase in the number of disabled people working in the voluntary services at the hospital, some of whom have gone on to full time employment.

8. Our contacts and work with community groups increases our standing in the community and gives confidence to disabled persons to apply for jobs.

9. Commitment to Improving Working Lives and flexibility in employment means that part time and job share employment opportunities are available throughout the hospital for those who would find full time employment difficult. Redeployment for people becoming disabled whilst at work is included in our Sickness Absence Policy. Those who have not previously disclosed a disability are declaring themselves disabled. Staff Disability Network Group established.

10. All personnel used in recruitment must complete the recruitment and selection training. Managers are aware of reasonable adjustments, better staff attitudes from increase in understanding.

11. Occupational Health Screening questionnaire is the same for every applicant and does not discriminate due to disability. Staff and applicants do not feel they are at a disadvantage during recruitment process. New sickness absence recording much more efficient and able to alert Occupational Health to potential disability related absence.

Case study: Adjustments for an employee with a hearing impairment

A new recruit applying for a clerical post, advised us of a hearing impairment requiring two hearing aids. Previous history determined that no further adjustments had been required at previous work places. However, once employment commenced the staff member began experiencing difficulties communicating with colleagues and teleconferencing during meetings.

Advice from Access to Work was sought, which provided a work-based assessment. The overarching issue appeared to be the acoustics of the building with intermittent noise distracting the hearing of the staff member – this was solved by repositioning the post holder’s desk to enable face to face communication. Teleconferencing was solved by the purchase of a digital phone with a coupler. 

The member of staff is now successfully carrying out the duties of the post.

As a result of this we were able to demonstrate partnership working between departments and Access to Work, gaining much learning from the situation to be better informed for the future.

Case study: Adjustments for an employee with back pain

A staff member employed within imaging was assessed as having pain in the upper back. 

To support the staff member in carrying out imaging duties an ergonomic risk assessment was undertaken by Occupational Health to determine whether changes could be made to the environment. This was key, particularly as one of the treatment rooms was small in size and the amount of equipment in the area had increased over time.

The assessment identified various changes that could be made to equipment positions to reduce the twisting and ducking the individual (and team) would have to do. Cost was minimal and of benefit to all staff (eg: purchase of extension flex).

Lighter leaded aprons in two pieces were trialled and purchased. These allowed for easier movement and removed weight from the shoulders.

The staff member with back pain was able to continue working in the same position while all staff benefited from the movement of equipment within the imaging room

All staff have benefitted from lighter aprons, as they are easier to move in and can be worn for extended periods of time. Staff moral has also increased as they were involved in the process.

(www.ldh.nhs.uk)