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Two Ticks

The University of Bath is committed to building disability confidence and supporting disabled staff.

For feedback on submitted job applications, please contact: Kathryn Macrae, Deputy HR Manager (Recruitment).

We are positive about employing disabled people and are accredited to Two Ticks, which is awarded by Jobcentre Plus to employers who have made commitments to employ, keep and develop the abilities of disabled staff.
The disability symbol is made up of two ticks and the words 'positive about disabled people'.

Why is the University of Bath using the disability symbol?

The University of Bath is committed to achieving an educational and working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, colour, nationality, ethnic origin, gender, marital status, disability, religious or political beliefs, age, sexual orientation or offending background.

The University is proud to receive the Two Tick Symbol as we have adopted a proactive approach to employing disabled people and are trying to create a more diverse workforce.

The symbol helps to make it clear to disabled job seekers that we welcome applications from them and are positive about their abilities. It also shows existing employees that we value their contribution and will treat them fairly should they become disabled.

Definition of Disability

Disability is specified as a protected characteristic under the Equality Act (2010). It is defined as follows under section 6(1) of the Equality Act:

 “A person has a disability for the purposes of the Act if he or she has a physical or mental impairment and the impairment has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities”
Most long-term underlying health conditions will meet this definition including progressive disorders - cancer, HIV infection or MS are specifically covered from diagnosis under the Equality Act.

The University’s Sickness Absence Policy has been written to ensure that the University meets all requirements of the Act. It is therefore that all University managers follow this policy in full.

How does the Equality Act (2010) affect disability symbol using employers?

Symbol using employers are covered by the Equality Act in the same way as other employers. The action that they take as a symbol user is in addition to any obligations placed on them by the Act, and in no way affects employee’s rights as a disabled person under this Act.

The Five Commitments

1. Will provide the option to offer to interview all applicants with a disability who meet the essential criteria for a job vacancy and consider them on their abilities.

This is a guarantee of an offer to interview, but not necessarily of a job. It means that candidates who are disabled and meet all the essential criteria stated on the person specification and wish to be considered under Two Ticks, will be invited for interview, regardless of the nature of their disability.

It is very important to make sure that the person specification drawn up for the post is fair and does not preclude disabled applicants from applying. For example, if a role involves travel, a driving licence may not be necessary as a disabled candidate may be able to use public transport or make other arrangements.

Applicants are asked to indicate whether they have a disability when applying through our e-recruitment system. Shortlisting panels will be informed of candidates who have additional rights under Two Ticks. If a Two Ticks applicant meets the essential criteria (minimum criteria) they should be invited to attend an interview and any access or facility requests that the applicant has should be arranged.

The interview panel will be required to consider the candidate on the basis of their skills and experience, as for non-disabled candidates. The implications of their disability must not be considered at interview stage.
If the disabled candidate is appointable on the basis of their performance at interview, then the implications of their disability can be considered. The health clearance process occurs after the job offer has been made and will identify if any adjustments are necessary. Under the Equality Act (2010), and the University’s Disability and Employment Policy, the University is required to make reasonable adjustments to accommodate a candidate’s disability. Advice must be sought from the Department of Human Resources on the making of reasonable adjustments.

The University may be able to apply through the employee for funding to help cover the costs of any equipment or additional support that the employee may need through Access to Work.

If unfortunately the adjustments that need to be made are unreasonable, e.g. in terms of cost or disruption, an offer of employment may be withdrawn. This would be a last resort and no action should be taken without consulting the relevant Human Resources Manager.

2. Ensure there is a mechanism in place to discuss at any time, but at least once a year, with disabled employees what you and they can do to make sure they develop and use their abilities.

The University has an appraisal system for all staff which will provide the opportunity for disabled employees in these staff groups to review and develop their skills. Disabled staff from all staff groups should have regular meetings with their supervisor/line manager to discuss their development. 

The University supports the Self Organised Disabled Staff Group and a representative sits on the Equalities & Diversity Network and the Disability Equality Scheme Management Group.

3. Make every effort when employees become disabled to ensure that they stay in employment.

The University is fully committed to retaining employees who become disabled.  The employee should approach their Human Resources Manager and if possible, their line manager to discuss any adjustments that might need to be made.  Access to Work provisions through the Department of Work & Pensions (DWP) will be used wherever possible. 

Where appropriate, Occupational Health, the University Health, Safety & Environment (UHSE) Service and the Human Resources department can be contacted to assist and give advice as appropriate.

4. Take action to ensure all employees develop an appropriate level of disability awareness to make these commitments work.

The Human Resources department will be ensuring that the appropriate amount of training in this area is available. There will also be other opportunities to receive awareness training through the Equalities and Diversity team.

5. Each year, the University will review the above four commitments and see what has been achieved, plan ways to make improvements and let staff and DWP / Jobcentre Plus know about the progress and future plans.

By developing a more diverse workforce an inclusive working environment is created for everyone. 

The University has an Equalities and Diversity Committee

Both bodies will monitor achievements, identify areas of improvement and review the commitments.  

For further information please contact the Equalities and Diversity Unit.