How to Embrace Diversity - Glossary

Reasonable Adjustments
Consider making adjustments (in line with legislation) to meet the specific needs of the individual in terms of disabilities, culture, gender, age, religion and beliefs.
Introduce a system of flexible interview appointment dates.
Consider environmental and physical factors. return to previous page

Buddying / Support
Provide colleague support in the workplace.
Team up an individual with a ‘Buddy’ in the workplace.
Consider using Access to Work to fund this support. return to previous page

Recruitment Open Days
Advertise a recruitment drive – invite all interested applicants to the workplace on one day.
Interview people on the day. return to previous page

Work-life Balance
Opportunities for job share.
Annualised hours and flexible hours.
Ask about single parent and carer’s issues.
Use of career breaks. return to previous page

Realistic Job Description and Person Specifications
Maintain up-to-date and accurate job descriptions
Undertake a true evaluation of essential / desirable criteria for each post
People can demonstrate skills without necessarily having qualifications
Consider job carving and the swapping of selected job duties. return to previous page

Community Recruitment
Use all advertising options available within the local community.
Email job bulletins to community centres, associations etc.
Consider targeting specific publications & newsletters e.g. Asian media. return to previous page

Equality and Fairness
Equal treatment and equal values: employment opportunities, pay, access to training.
Fairness: you probably need to treat individuals differently to treat them fairly. return to previous page

Work Experience
Seek to make specific work experience opportunities available for adults.
Use the support of your nearest supported employment agencies. return to previous page

Work Trial
Use work trials or probationary periods to give jobseekers a chance to learn and develop into the job before deciding on the suitability of the person to the job. Use it to take what may be seen as a potential risk. return to previous page

Working Interview
An alternative to interviews may be to assess a candidate in the workplace for a limited, unpaid period to judge their suitability for the job. return to previous page

Flexible Application Process
Offer support with filling in forms and use everyday language.
Provide alternative versions of application forms e.g. large print.
Application forms should only ask for information that is needed. return to previous page

Job Creation / Job Carving
Explore the possibilities of creating new jobs by carving the scope/responsibilities of existing jobs and reducing the necessity for extensive multi-tasking. return to previous page

Induction and Training
Tailor induction programmes to meet individual needs.
Make sure that new employees are helped to settle into the company, the workplace and their job. Provide sources of support and ask them how they’re doing. return to previous page.

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