We are keen to make sure that we lead the way in ensuring people with a disability are in employment and we reflect society in the diversity of people working in our organisation. We are very proud to be a member of the Disability Confident Leader Scheme and ensure we meet people's workplace requirements wherever possible. As part of this we ‘Offer an Interview’ to applicants with a disability or long-term health condition whose application meets the minimum criteria for the post. If you have a disability or long-term health condition, there are a number of ways that we can support you through the application and recruitment process and your ongoing employment.  The Equality Act 2010 (Disability Discrimination Act 1995 for NI) defines a disabled person as someone who has a physical or mental impairment that has a substantial and long-term negative effect on their ability to do daily activities.

Applicants who are offered employment in a relevant role will be subject to a criminal record check from the appropriate disclosure body (DBS, AccessNI, Disclosure Scotland) before the appointment is confirmed. All roles based in a service/operations will require a check. This includes details of unspent cautions, reprimands or warnings as well as convictions unless filtered by arrangements set out in the Police Act 1997/Protection of Vulnerable Groups (Scotland) Act 2007. You are not required to provide information about old and/or minor offences that have been filtered. Due to the nature of the work for which you are applying, this post is exempt from the provision of Section 4(2) of the Rehabilitation of Offenders Act 1974/Rehabilitation of Offenders Order (Exceptions) (NI) 1979. The disclosure of an offence will not necessarily bar you from employment with us but if you do not tell us about any offence this may put your employment at risk.