Disability Confident Employer

Sheffield City Trust is a Disability Confident Employer

Disability Confident is a Government Scheme designed to encourage employers to recruit and retain disabled people and people with long-term health conditions.

As a Disability Confident Employer we are committed to:

  • Making reasonable adjustments during the recruitment process so disabled applicants have the best opportunity to demonstrate that they can do the job.
  • Supporting existing employees with a disability or long-term health condition, by making adjustments enabling them to stay in work.

We are also committed to providing an interview for any disabled candidates who meet the minimum requirements of the job.

If you feel you meet the minimum job criteria and would like to apply under the Disability Confident Guaranteed Interview Scheme please email us at recruitment@sheffieldcitytrust.org

Video: Employee Case Study

If you have a disability that may affect your performance at any stage of the recruitment process, please let us know about any help you need as soon as possible and we will work with you to make sure any appropriate support is in place.

We want to support you if you need any adjustments in the recruitment process whether you feel you qualify through the Disability Confident scheme or not.

We consider visible and non-visible disabilities, chronic health conditions, learning differences, mental ill health or neurodiversity.

Examples include dyslexia, dyspraxia, autism, epilepsy, ADHD, schizophrenia, chronic fatigue and diabetes.

If you require particular adjustments to support your application, such as alternative formats (e.g. braille) or if you have any building access requirements, please let us know at recruitment@sheffieldcitytrust.org

Some other adjustments we can offer include:

  • Support with applications or interviews
  • Interviews at a time of day to best suit the candidate
  • Advice about assistive technology
  • Sign language interpretation
  • Additional time in interviews and tests
  • Access to remote interviews where possible
  • Ensuring questions asked are direct using clear language and avoiding the use of jargon and acronyms.
  • Opportunity to pre-visit the venue before interviews for candidates to familiarize themselves with surroundings/ meet their interviewer.
  • Use of flash cards as memory prompts where appropriate.
  • Provision of a quiet space to take time out during interviews if needed
  • Use of work trials as an alternative to interviews, where appropriate.

These are only a few examples and we are open to discussions about other suitable adjustments which might be helpful.

Further detail on Disability Confident can be found at https://www.gov.uk/government/collections/disability-confident-campaign

Video: Employee Case Study