Lady Hermon – 2016 Parliamentary Question to the HM Treasury
The below Parliamentary question was asked by Lady Hermon on 2016-10-19.
To ask Mr Chancellor of the Exchequer, what recent assessment he has made of the effectiveness of the procedures put in place by HM Revenue and Customs to ensure there is no disability discrimination in its recruitment procedures; and if he will make a statement.
Jane Ellison
HM Revenue and Customs (HMRC) has been recognised as a Disability Confident Employer.
HMRC has a long-standing and wide variety of measures in place to assist disabled job applicants and to prevent disability discrimination in its recruitment procedures. For example: discussing with disabled applicants their precise needs where they require assistance during the recruitment process; providing selection panels access to a specialist HR team with expert knowledge of the type of adjustments that can reasonably be made, whether it’s ensuring that the test and interview environment is particularly suitable for disabled candidates, providing selection material in alternate formats, offering signers for deaf candidates, allowing extra time for tests, accepting paper applications instead of the usual on-line applications process and so forth; and providing clear information to job applicants about the departmental vacancy filling complaints process.
HMRC guarantees an interview to every disabled applicant who meets the minimum criteria for the job. Further, HMRC has introduced unconscious bias training for all its staff including of course those taking part as selectors. It enables them to question personal beliefs and ensure objective evidence gathering in the recruitment process. In addition, all selectors must have completed diversity awareness training before undertaking recruitment work. More recently, HMRC is addressing the issue of ‘recruiter confidence’ when working with disabled colleagues by creating a bespoke disability awareness workshop that is being rolled out to all managers and recruiters.
