Disability Confident Interview Scheme

We encourage and embrace the differences that people bring

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Which? champions all UK consumers, which means understanding, representing and reaching all kinds of people. That’s why we encourage and embrace the differences that people bring.

We're a Disability Confident Leader

Disability Confident Leaders are recognised as going the extra mile to make sure disabled people get a fair chance offering interviews to disabled people.

We are committed to:

  • ensuring our recruitment process is inclusive and barrier free;

  • communicating and promoting vacancies;

  • offering an interview to disabled people who meet the minimum criteria for the role;

  • providing reasonable adjustments;

  • supporting any existing employee who acquires a disability or long-term health condition, enabling them to stay in work

  • reporting on disability, mental health and wellbeing data

As a Disability Committed Leader we also: 

  • take part in the 10,000 Able Interns Scheme, providing  paid summer placements to recent graduates with a disability or long-term condition

  • provide management training so that managers can support team members with a disability or long-term health condition

  • use Occupational Health, Lexxic and British Dylexia Association in order to support employees' individual needs

  • monitor diversity data internally so we can measure how representative we are of disabled people (unemployment rates are much higher for disabled people) 

  • have Feel Good Champions, and active Disability and Neurodiversity Networks

Disability Confident Interview Scheme

Applicants who apply through the Disability Confident Interview Scheme and meet the ‘minimum criteria’ for the role will be offered an interview. We are committed to providing an inclusive and barrier-free recruitment process for anyone who wishes to make an application.

Offering Interviews:

Applicants who apply through the Disability Confident Interview Scheme and meet the ‘minimum criteria’ for the role will be offered an interview. We are committed to providing an inclusive and barrier-free recruitment process for anyone who wishes to make an application.

What we mean by disability: 

The Equality Act (2010) defines a disability as a physical or mental impairment which has a substantial and long-term adverse effect of a person’s ability to carry out normal day-to-day activities. Applicants will not be asked details about the nature of their disability or long-term condition or to provide any evidence regarding disability in order to apply through the Disability Confident Interview Scheme.

What we mean by 'minimum criteria': 

For each of our vacancies we’ll separate the ‘essential’ criteria (critical to be successful in the role) from the ‘desirable’ criteria (enhances capacity to do the role well). To meet the ‘minimum criteria’ for the role and be offered an interview, disabled applicants will need to meet the ‘essential’ criteria highlighted in the role advert.

Opting-in:

To apply though the Disability Confident Scheme, you’ll need to opt in by selecting that you wish to be considered through the scheme when you are completing your application.

Reasonable Adjustments:

Reasonable adjustments are changes that are made to remove or reduce a disadvantage related to someone's disability.

We want to ensure that everybody can apply and be part of our recruitment processes, and therefore if you may need reasonable adjustments, please indicate this in the application process. If you’re invited to an interview we will reach out to you to find out how we can best support you. Alternatively, you can contact recruitment@which.co.uk to discuss what support you might need.

Examples of adjustments that we could make:

  • Building in rest or toilet breaks

  • Booking the interview at the most accessible time

  • Having a support worker attend an interview

  • Communication support

  • Adapting tests or selection exercises, for example, by giving additional time for completion, or whether answers need to be written and could be verbal

  • Sharing interview questions ahead of the interview

  • Having the camera off during the interview

  • Requesting to apply for a role via paper application or via telephone

*What’s ‘reasonable’ will depend on each situation. We will need to consider carefully if the adjustment is practical, will remove or reduce the barrier or is affordable.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people that meet the ‘minimum criteria’ for the role. For example, in certain recruitment situations such as high number of applications, seasonal and high-peak times, we might limit the overall number of interviews offered to both disabled people and non-disabled people.

In these circumstances we will select the candidates who best meet the ‘minimum criteria for the role rather than all of those that meet the minimum criteria.