An honest approach to creating opportunities for all

Whenever a vacancy becomes available, our aim is to reach as many people as possible. We purposefully advertise to a diverse section of the labour market and make every effort to encourage people of all backgrounds and identities to apply.

Our selection processes are robust and objective, and we account for any reasonable adjustments that may be required for candidates with a disability.

If you are selected, you’ll likely be asked to answer competency-based questions and to participate in practical exercises.

You will not be asked about anything that could be considered inappropriate that is related to a protected characteristic. For example, we do not ask candidates whether they are pregnant or planning to have children, or about childcare arrangements.

Nor do we ask about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check if you could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability.

Where necessary, a job offer might be made on the condition of a satisfactory medical check.

We treat part-time and fixed-term employees as comparable full-time or permanent employees. This means parity in terms of favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.