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Diversity and inclusion

We’re a Disability Confident Committed employer

Energy Saving Trust is signed up to Level 1 of the government’s Disability Confident scheme. This is part of our commitment to becoming a more equitable, diverse and inclusive employer.

What is the Disability Confident scheme? 

Disability Confident is a government scheme that encourages employers to improve how they recruit, retain and develop disabled people in an inclusive and accessible way.  

The scheme has three levels designed to support employers in their Disability Confident journey.  

By signing up to the scheme, we’ve made several commitments to support disabled people, including that we will: 

  • Provide an inclusive and accessible recruitment process. 
  • Offer an interview to disabled people who meet the minimum criteria for a role . 
  • Provide reasonable adjustments during the recruitment process. 
  • Support our disabled employees to thrive, including through making reasonable adjustments. 

Guaranteed interviews

To encourage disabled people to apply for our roles, we’ll guarantee an interview to disabled applicants who meet the minimum criteria for a role. That’s so long as the applicant opts into the scheme. 

The minimum criteria for a role are the ‘essential’ criteria outlined in the job description, unless we specify otherwise. 

Disabled applicants can opt into the scheme by ticking the relevant box on the online application form. Applicants don’t have to be ‘registered’ as a disabled person to qualify for this scheme and don’t have to share any details about their disability/health condition.  

The Disability Confident scheme only guarantees an interview – it doesn’t automatically mean that applicants interviewed will gain employment with us. 

The aim of this commitment is to: 

  • Utilise positive action to encourage disabled people to apply for jobs. 
  • Provide disabled people with an opportunity to demonstrate their skills, talent and abilities at the interview stage.  

This positive action is legal under the Equality Act 2010 and Disability Discrimination Act (DDA) 1995. It’s also common practice among the 18,000+ employers who currently engage with the Disability Confident Scheme across the UK. 

What's considered a disability under the Disability Confidence scheme?

Under the Equality Act 2010 (DDA 1995 in Northern Ireland), a person is disabled and/or has a disability if they have a physical or mental impairment that has a substantial, long-term adverse effect on their ability to carry out day-to-day activities. This can include people with experiences of: 

Why have we signed up to the scheme?

The scheme aligns with our existing commitment to equity, diversity and inclusion (D&I) and will help us continue to deliver our D&I strategy. 

Signing up to the scheme is also part of our wider efforts to make our recruitment policies and practices more inclusive, accessible and equitable. This is so that we can attract and appoint a more diverse range of people to our roles, including disabled people. This is crucial to achieve our ambitious mission of addressing the climate emergency for everyone

Reasonable adjustments 

Employers like Energy Saving Trust are legally obliged to make reasonable adjustments for employees and candidates. This ensures that disabled people, or people with physical or mental health conditions, aren’t substantially disadvantaged when applying for or carrying out a job. 

A reasonable adjustment is a change to a process, practice, procedure or environment that helps remove, reduce or prevent the obstacles faced by a disabled job applicant or worker.  

Reasonable adjustments are a legal obligation. But they’re also part of our organisational commitment to becoming a more inclusive and accessible Disability Confident employer. 

We encourage applicants to request reasonable adjustments at any stage of the recruitment process. You don’t need to share the name or details of your condition/disability to do so. 

Examples of adjustments could be providing:

  • Alternative accessible formats. 
  • The opportunity for a candidate to present their application form or assessment responses in an alternative format, eg verbally rather than in writing or vice versa. 
  • Extra time in an interview and/or assessments. 
  • Time for more regular breaks. 
  • A sign language interpreter or other communication support at interview. 
  • A specific time of day for an interview to work around a candidate’s needs. 
  • Interview questions in written format, sometimes in advance.   
  • A different location or environment for an interview, if in person. 

If you think you may need support or adjustments made to any part of the application or recruitment process, please get in touch with or call reception on 020 7222 0101. We’ll do our best to support you.  

Learn more

Learn more about the government’s Disability Confident scheme here. 

If you have any questions, please get in touch by emailing our People Team or call reception on 020 7222 0101

Last updated: 19 February 2024