We
are committed to the fair and inclusive treatment of our colleagues and
potential new colleagues, regardless of race, gender, religion, sexual
orientation, responsibilities for dependants, age, physical/mental disability
or offending background. We understand that
there is no ‘one size fits all’ approach, and with this in mind, we are
dedicated to providing an inclusive workplace where every colleague feels
valued and comfortable to be their true self, so as part of our recruitment process we collect, process and
store personal information about you that will help us comply with our approach
of ensuring inclusivity in our services to you. Please be assured that this
does not form part of the application process and cannot be accessed by the
recruiting manager.
We are committed to doing the
right thing when it comes to how we collect, use and protect your personal data; you can see how we handle your personal data in full within our Privacy
Policy. We recognise that some people may
regard some of this information as personal and we have, therefore, included an
option in all questions for ‘prefer not to say’.”
If you have a medical condition, the Disability Discrimination Act (1995) requires employers to make reasonable adjustments to the job content or working environment. To achieve this, we need to know whether you are covered. Definition of Disability: “A physical or mental impairment which has a substantial and long-term effect on a person’s ability to carry out normal day-to-day activities in a non-work environment.”