Equal Opportunities in Recruitment

Royal Berkshire Fire and Rescue Service (RBFRS) is a Disability Confident Leader and participates in the Offer of an Interview Scheme which guarantees an interview to applicants with a disability who meet the minimum criteria for the role.

Who is eligible for the scheme?

Any applicant who meets the Equality Act 2010 definition of disability:

“…a physical or mental impairment that has a substantial and long-term adverse effect on an individual’s ability to do their normal daily activities.”

This can include physical, mental, sensory and hidden disabilities.

How does it work?

• The scheme is opt-in: applicants are asked during the application process if the wish to be considered under the scheme.
• If opted in and the minimum criteria are met, the applicant is guaranteed an interview
• If the recruitment process involves multiple stages and the interview is not the first, the applicant will be progressed to the first stage following shortlisting.

What is meant by minimum criteria?

The minimum criteria refers to the essential requirements listed in the job profile/ person specification. At RBFRS the minimum criteria are the ‘on recruitment’ section on the job profile.

If an applicant with a disability meets all of these essential criteria, and has opted into the scheme, they are guaranteed an interview even if they don’t meet the desirable criteria.

Any information shared as part of the Offer of an Interview Scheme is treated confidentiality and used only to support fair recruitment. For more information on the Offer of an Interview Scheme please contact HR by emailing HR@rbfrs.co.uk.

As an inclusive organisation we are committed to ensuring our recruitment process is accessible for everyone. We offer reasonable adjustments throughout the recruitment journey to support candidates who may need them.  

What are reasonable adjustments?

Under the Equality Act 2010, employers are required to make reasonable adjustments to ensure disabled candidates are not disadvantaged during recruitment. Reasonable adjustments are changes or support provided to candidates who are disabled or living with a long-term health condition. These adjustments aim to remove or reduce barriers that may affect a candidate’s ability to participate fully in the recruitment process.  

Adjustments are tailored to individual needs and may include:  

• Extra time during interviews and assessments.  

• Changes to the interview environment (e.g. lighting, sound, temperature). 

• Visual modifications to materials (e.g. font size, colour contrast) 

• Use of assistive technology  

How do I request adjustments?

The adjustments candidates may need may vary at different stages of the recruitment process. Therefore, candidates are asked throughout the recruitment process whether they require any adjustments. In addition, contact information is provided on all job adverts to speak to a member of the HR team for an informal conversation. You can also contact us directly for an informal conversation, details can be found on the job advert.  

We encourage candidates to request adjustments as early as possible to ensure the right support is in place. 

What is reasonable?

Adjustments are considered on a case-by-case basis. They must:  

• Be appropriate to the candidate’s needs 

• Help reduce barriers related to a disability or health condition 

• Be fair and consistent across all candidates 

• Align with the requirements of the job role 

Any information shared about adjustments will be treated confidentially and only used to support your application.