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 recruitment@est.org.uk or call reception on 020 7222 0101. We’ll do our best to support you.