Equality and Diversity Information

Equality and Diversity

The College is committed to equality of opportunity and welcomes applications from all sections of the community. Reaseheath College as an Employer and as a Provider of Education and Training proactively works towards eliminating unlawful discrimination, harassment or victimisation on the grounds of each of the nine ‘protected characteristics’ outlined in the Equality Act 2010 and will continue to work towards eliminating discrimination on the grounds of a perceived or associative protective characteristic thereby promoting an environment where all individuals feel valued, safe, included and respected. The College staff recruitment and selection process, policies and practices are designed to ensure when employment decisions are made that they are based solely on the skills and qualities required for the position and comply with all relevant legislative and best practice standards. Please complete the relevant parts of the Application Form to assist the College in its on-going assessment of the progress of its Equality and Diversity duty. The information you provide at application will be held in an anonymous format by Human Resources and used for statistical monitoring purposes only in accordance with statutory provisions.

Disability Confident Employer

Reaseheath College is a Disability Confident employer and is committed to employing and retaining both disabled people and those with health conditions. To help us to be a disability confident employer it is important that we know when individuals have a disability or health issue, which is why we ask for this information on our application form. The Recruiting Manager will be notified when candidates have indicated that they have a disability so that they are aware when it comes to interview. If a candidate ticks to indicate that they need any additional assistance or adjustments to attend the interview/assessment the Recruiting Manager will contact them prior to the day to discuss.

Use of the Internet and Social Media in the Recruitment Process

Unless it is in relation to finding candidates (for example, if an individual has put his/her details on social media websites for the purpose of attracting prospective employers), the HR team and managers will not, either themselves or through a third party, conduct searches on applicants on social media. This is because conducting these searches during the selection process might lead to a presumption that an applicant’s protected characteristics (for example, sexual orientation or religious beliefs) played a part in a recruitment decision.

Transgender Applicants

The Disclosure and Barring Service has a confidential checking process for Transgender Applicants who do not wish to reveal details of their previous identity to the person who asked them to complete an application form for a DBS check. Further information from the DBS is available by telephoning: 0151 676 1452 or by sending an e-mail to the DBS Sensitive Applications Team via sensitive@dbs.gsi.gov.uk.

For further information on DBS checks please visit www.gov.uk/government/organisations/disclosure-and-barring-service.