Disability Confident Interview Scheme

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We're a Disability Confident Leader

We're proud to be a Disability Confident Leader and recognised for going the extra mile to make sure that disabled people get a fair and proportionate opportunity when applying for our vacancies.

We want you to be able to show us what you can do without unnecessary barriers getting in your way. Find out more about the Disability Confident Scheme (DCS) below.

Person, Scoreboard

Our recruitment guarantee

As a Disability Confident Leader, we:

Ensure our recruitment process is inclusive by scoring applicants against the essential criteria for the role

Promote vacancies on a range of diversity jobs boards

Offer interviews to disabled candidates who best meet the minimum criteria for the role in the same way as we shortlist other applicants 

Provide reasonable adjustments for applications, interviews and assessments

Report on disability data so we can monitor how successfully we attract disabled candidates

Our employment guarantee

As a Disability Confident Leader, we:

Have an active disability, accessibility and neurodiversity network

Provide management training in supporting team members with a disability or long-term health condition

Use Occupational Health, Lexxic and British Dylexia Association in order to support anyone who acquires a disability or long-term health condition, enabling them to stay in work

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

What do you 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.

What information do I have to provide during the recruitment process?

If you have a disability and want to 'opt in' to the Disability Confident Scheme you only have to let us know what reasonable adjustments you might need, you will not be asked details about the nature of your disability or long-term condition or be asked to provide any evidence of it. 

How do I opt-in?

To apply though the Disability Confident Scheme, you’ll need to select the 'opt in' button when you are asked the question in the online application form.

If your disability means you cannot apply online, you will need to email recruitment@which.co.uk letting them know which role you want to apply for through the scheme.

Am I guaranteed an interview?

The number of people we interview for each role is based on the interview panel members' capacity (normally a day / day and a half to interview between 4 and 8 candidates). There may therefore be occasions where it is not possible to interview everyone who applies through the scheme due to the number of DCS applicants meeting the minimum criteria. 

In these circumstances we will select a proportionate number of candidates who best meet the minimum criteria for the role rather than all of those who meet it.

What do you mean by 'minimum criteria'?

At the bottom of every job advert is a role profile attached as a PDF. This tells you the essential knowledge, skills and experience we are looking for. These are the minimum criteria we use when shortlisting applicants.

If you 'opted in' to the scheme and meet all of the minimum criteria, you will be considered for an interview. You can use the role profile to check whether your knowledge, skills and experience meet the essential criteria before you apply.

What's a Reasonable Adjustment?

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

If you think you may need a reasonable adjustment, 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.

Hints and tips for completing your application and attending an interview

Before you apply, check out our handy hints and tips.