Our Approach to Recruitment

The definition of a disabled person in employment legislation is quite broad; the key thing to remember, it is not the impairment but its effect on the individual.

Definition of a Disability under the Equality Act (2010) states a disabled person is ‘someone with a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities’. Where long-term means that the impairment has ‘lasted or is likely to last for at least 12 months or for the rest of the affected person’s life’. And substantial means ‘more than minor or trivial’.

We believe that disabled people have a right to be able to participate fully in employment opportunities that the University has to offer. Our vision for disability equality in relation to recruitment is that:

• Physical, social and attitudinal barriers that disabled people face are removed.
• Inclusive and accessible environments are promoted.
• Disabled people experience equality of opportunity when applying for employment and working at Manchester Metropolitan University.
• We will be proactive in all matters relating to equality of opportunity and diversity.

MMU is a Disability Confident Employer . Disability Confident is a government scheme designed to encourage employers to recruit and retain disabled people and those with health conditions. This scheme has taken over from the previous ‘Two Ticks Positive about Disabled People’ scheme. The University originally gained Two Ticks accreditation in 2004, and Disability Confident extends our existing commitment as an employer.

As a Disability Confident Employer, we:

• have undertaken and successfully completed the Disability Confident self-assessment.
• are taking all of the core actions to be a Disability Confident Employer and working towards becoming a Disability Confident Leader.
• are offering at least one activity to get the right people for our business and at least one activity to keep and develop our people.
• regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible.

We work with the Department for Work and Pensions and lead the way in changing attitudes towards disability, and to encourage all colleagues to provide opportunities to ensure that disabled people and those with long-term health conditions are able to fulfil their potential at work.

The Disability Confident Scheme ensures that any disabled candidate who meets the essential criteria for a vacancy will be guaranteed an interview. Therefore, if you do decide to disclose your disability, the Resourcing team and chair of the shortlisting panel will be provided with this information.

We ask all job applicants to complete our Equality Monitoring (which is part of the main application form) as honestly as possible so that we can monitor the effective implementation of our policies. Equality monitoring data is separated from the main application. Should the Recruitment Panel subsequently offer you employment, the information will form part of your confidential personnel record.

The Business Disability Forum’s (BDF) Disability Standard is the world’s only management tool that enables organisations to accurately plan for, and measure their progress towards becoming an increasingly disability-smart organisation.

In 2017, we become the first university to achieve the top ‘Gold’ status since the assessment was introduced in 2004, making us one of just five organisations to have achieved the highest rating of Gold. The BDF commended us on our culture of cross-organisational commitment, consultation and continuous improvement, which is an important feature of any disability-smart organisation.

Manchester Metropolitan University is committed to equality in employment both in principle and in practice. Success in achieving our equality plans will mean that we:

• recruit and promote staff on the basis of relevant criteria and merit
• develop an inclusive teaching and working environment
• effectively tackle discriminatory practices, behaviour and language in line with the University’s regulations and procedures.

You can see the full version of our commitment at www.mmu.ac.uk/jobs/equality.php

At Manchester Metropolitan University we follow a Recruitment and Selection policy and we assess your application based on the information you have entered and assess whether or not you meet the criteria detailed in the person specification. If you are disabled and demonstrate that you have met the essential criteria, then under Manchester Metropolitan University’s commitment to the Disability Confident Scheme, you will be guaranteed to be shortlisted and invited to an interview.

Telling us about your disability is important as it will ensure that you are offered adjustments as part of any assessment, interview or ultimately to carry out your job if it is offered to you. The Resourcing team will then contact you to discuss your specific requirements. This is part of our commitment under the Disability Confident Scheme.

There are many benefits in telling us what your needs are or asking for support - moreover, it helps the University to provide practical support to ensure that disabled people can participate on equal terms with non-disabled people. Providing information such as this helps the University understand the diversity of its organisation.

If you require copies of documentation in alternative formats - large print, Braille etc., please contact the Resourcing team at manmetjobs@mmu.ac.uk or +44 (0)161 247 6820.

Induction: Induction is the process of supporting a new staff member to adjust to their job and a new work environment and gain an awareness of the University’s culture. It is a process over a period of time, not just the events of the first day and a University welcome event. As a new member of staff, your manager will arrange an induction process to help you settle into your role and to help you see how it fits into the wider organisation.

Probation: During your probationary period, you will take part in regular probationary reviews with your line manager. This two-way review of progress is a good time to discuss any reasonable adjustments such as how work is undertaken on a day-to- day basis; and the physical features of your office or premises to ensure accessibility, etc.

Equality Impact Assessments (EIA): This is the thorough and systematic analysis of a policy, practice or procedure to determine whether it has a differential impact on a particular equality group (i.e. age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief and sexual orientation). The University undertakes EIAs as an integral part of the organisation’s commitment to promote equality and diversity to staff, students and visitors. EIA is seen as a positive process, which can instigate real changes as a result.

Campus Accessibility - ‘Access for All’: We are committed to making sure our University is an inviting, secure and comfortable environment for all. Please visit the ‘Access for All’ website to check routes around our campuses, view floor plans and panoramic images of entrances. If you have any specific requirements, please contact the person you are seeing so we can help make your visit an enjoyable one. Find out more about accessing our campuses

Manchester Metropolitan Univeristy has a Disabled Staff Forum which enables disabled colleagues to meet and discuss mutual issues, policies and to generate solutions. Disabled staff can contribute and be involved through a variety of mechanisms such as attending termly meetings, using the email discussion list, Skype for Business and the Equality and Diversity Website. Learn more about our Disabled Staff Forum

Disabled Staff can also become members of the cross-institutional Dyslexic Academic Forum (DAF), which is a group providing support, advocacy and consultation on policy development for academics with dyslexia in Higher Education. To find out more about the Dyslexic Academic Forum, email danac@kent.ac.uk

Equality Law recognises that bringing about equality for disabled people may mean removing barriers and providing extra support for a disabled employee. This is the duty to make reasonable adjustments. The duty to make reasonable adjustments aims to make sure that a disabled person has the same access to everything that is involved in getting and doing a job as a non-disabled person, as far as is reasonable. Many factors will be involved in deciding what adjustments the University needs to make and they will depend on individual circumstances.

Car parking spaces are allocated via an annual application process but requests from new starters, and those who have experienced a significant change of circumstances will be considered by the Travel Plan Manager outside of the formal application window. The car parking criteria is designed to ensure individuals with high criteria requirements, including Blue Badge Holders, are considered for car parking as a priority.

The University also recognises that there may be colleagues who have recognised mobility impairments, that make travelling by car essential, but are not entitled to a Blue Badge. In such scenarios, or for wider advice on the car parking process and/or applying for a car parking permit, please contact the Travel team on 0161 247 2989 or stafftravel@mmu.ac.uk

Find out more about parking