Selection criteria will be clearly drawn from the job description and person specification for advertised roles. Job qualifications or requirements which would have the effect of unintentionally limiting applications from members of particular groups, such as those of one gender, religion or belief, persons of a particular age or marital status, civil partnership status, or sexual orientation, persons of a particular racial group, or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done, and wherever possible, this will be made clear in the relevant advertisement and job applicant pack.
Selection of candidates
The ability of each candidate to perform the job description will be compared objectively against the selection criteria for that job. The University recognises, and is committed to meeting its statutory obligation to make such adjustments to the workplace and to working arrangements as are reasonable to accommodate suitably qualified disabled applicants.
Interview questions will relate to the selection criteria. No questions will be based on assumptions, for example about roles in the home and the family. In particular, questions about private personal relationships, children, or domestic obligations will not be asked at interviews, although candidates may request information on relevant staff benefits and policies. Where it is necessary to obtain information on personal circumstances (for example, in relation to a selection criterion such as flexibility to work irregular hours), questions about this will be asked equally of all candidates and, like other questions, will relate only to the job requirements.
In the case of disabled applicants who identify themselves as disabled at the application stage, appropriate interview arrangements will be offered to enable such candidates to compete on an equitable basis.