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
 
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023 92845774
twitter: @UoPequality
http://www.port.ac.uk/equality
 
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>>> 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