Equal Opportunities

Birmingham Midshires recognises the value of diversity to the business. We are committed to the equal treatment of all people and view the equality of opportunity as a fundamental part of all roles. To this end all people share an equal obligation to colleagues, customers and business partners to provide a safe, fair and equitable working environment in which every individual can seek, obtain, continue employment and develop their career without experiencing any form of unfair discrimination.

All people have the right to be treated with dignity and respect and not to be subjected to discrimination, harassment/bullying or victimisation, in any way as a result of their age, creed, disability, health, nationality, race, religion, sex, sexual orientation or any other personal characteristic.

disability tick

Two Tick Scheme

Birmingham Midshires has been awarded the Two Ticks Standard for good practice in the area of disability. There are five commitments which need to be met on an annual basis, which are:-

  • To interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities.
  • To ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what they can do, with Birmingham Midshires co-operation to use and develop their abilities.
  • When employees become disabled during the course of their employment with Birmingham Midshires, to help them stay in employment.
  • To take action to ensure that all employees develop the appropriate level of disability awareness needed to make Birmingham Midshires commitments work.
  • Each year, to review the five commitments and what has been achieved, to plan ways to improve on them and let employees and the Employment Service know about progress and future plans.

Recruitment

Birmingham Midshires is committed to recruiting, retaining and developing a diverse workforce. As an Equal Opportunities employer, we will not discriminate against any person with a disability when recruiting and in particular will ensure fairness in regard to:

  • The job specification/advertisement
  • Application forms
  • Selection process
  • Assessment technique
  • Terms of employment offered

If a disabled person applies for a vacancy whether internally or externally, they are guaranteed an interview if they meet the minimum criteria specified for that role. Reasonable adjustments for both internal and external applicants for employment will be made where necessary. For example, such adjustments may include the provision of an Induction Loop for someone who has hearing difficulties, the provision of material in Braille for a visually impaired person or re-locating an interview in order to have wheelchair access available.

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