The Two Ticks commitment 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 Equal Opportunities Questionnaire (which is part of the main application form) as honestly as possible so that we can monitor the effective implementation of our policies. Equal Opportunities 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 definition of a disabled person in employment legislation is quite broad; the key thing to remember is, it is not the impairment but its effect on the individual.
Definition of a Disability under the Equality Act (2010):
The Act says 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.
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. Substantial means more than minor or trivial.
Success in achieving our equality plans will mean that we:
At Manchester Met 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 Met’s commitment to the Jobcentre Plus’s Two Ticks Disability Symbol, you will be guaranteed to be shortlisted and invited to an interview.
Telling the University 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 Jobcentre Plus Two Ticks Symbol.
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 HR Resourcing Team.
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.
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/or the physical features of your office/ premises to ensure accessibility etc.
Equality law recognises that bringing about equality for disabled people may mean removing barriers and/or 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.
Manchester Met 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.
The University has three other staff equality fora covering the areas of: Race, Gender and Lesbian, Gay, Bisexual and Transgender (LGBT). The Fora report back to the Diversity and Equal Opportunities Committee which is chaired by the Deputy Vice-Chancellor.
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.
For more information, please email: firstname.lastname@example.org
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, contact the Travel Team on 0161 247 2989 or email:email@example.com.
For more information, please go to the Car Parking section of our staff website.
Information for people visiting MMU: see a copy of the Visitor and Contractor’s Parking Policy.
Equality impact assessment 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 - 'Acess 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.