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Rachel Like you it is all done on a case by case basis, that is very much around discussion with the individual and any particular support that may be need. I am actually going to an event held by Pinsent Masons in London on 28th March which discusses this issue Dave Small Equality & Diversity Adviser University of Portsmouth St Andrew's Court Portsmouth PO1 2PR [log in to unmask] 023 92845774 twitter: @UoPequality http://www.port.ac.uk/equality Check access to our buildings at DisabledGo >>> Rachel Demery <[log in to unmask]> 14/03/2012 10:53 >>> Dear All I would be grateful for feedback on whether your HR department has guidelines on reasonable adjustments which maybe requested as part of the recruitment process, if an applicant has disclosed a disability. I am aware that ECU and EHRC guidance, emphasises flexibility and that requests for reasonable requirements should be considered on a case by case basis, but this query has come from our HR department. For example, if an applicant has dyslexia and requires extra time for a written assessment, do you use as a baseline that 25 % extra time can be offered? For students with dyslexia undertaking written exams this tends to be the accepted rule, but what is the view about this being adopted for recruitment? Your thoughts would be appreciated. Rachel Rachel Demery Equality & Diversity Adviser/ Cynghorydd Cydraddoldeb ac Amrywiaeth Caerleon Campus / Campws Caerllion Lodge Road/Heol y Porthdy Caerleon / Caerllion Newport / Casnewydd NP18 3QT www.newport.ac.uk / www.casnewydd.ac.uk Please note my working days are Monday, Tuesday, Wednesday