Find out about Bradford Council and how the Council works.
This statement outlines the Council’s commitment to equality and diversity. We want to make our district a fairer and more equitable place for everyone in the district.
The Council aims to eliminate discrimination, advance equality of opportunity and foster good relations across all protected characteristics in all its activities including its decision-making, policy development, budget setting, procurement and commissioning, service delivery and employment functions.
When you commence employment with the Council, you will immediately become a member of the West Yorkshire Pension Fund although under current regulations it is possible to opt out within the first three months.
You may be able to claim travel and subsistence expenses incurred. Please discuss with the recruiting manager.
This Council supports the principle that all employees should be encouraged to be members of an appropriate trade union recognised for the purpose of negotiation and consultation.
As an equal rights employer we are committed to providing equality of access to employment and to development opportunities for people from all parts of the community. We particularly encourage applications from disabled people who are under-represented amongst our employees.
See below for information on the definition of disability , reasonable adjustments, guaranteed interview, alternative formats, rehabilitation of offenders, policy on employment of people with a criminal record etc
The Equality Act 2010 defines a ‘disabled person’ for the purpose of the Act as a person who has a ‘disability’ if he or she has a physical or mental impairment which has a substantial and long-term adverse effect on her or his ability to carry out normal day-to-day activities.
This includes for instance, a weakening of part of the body (eyes, ears, limbs, internal organs etc.) caused through illness, by accident or congenitally. Examples would be Blindness, Deafness, Paralysis of a leg, Heart Disease, Diabetes, Epilepsy, ME etc.
This includes a clinically well recognised mental illness. Mental ill health can range from feeling a bit down to common disorders such as anxiety and depression and in limited cases to severe mental illness such as bi-polar disorder or schizophrenia. Some illnesses are persistent and may be classed as a disability while others come and go, giving the individual good and bad days. For example someone with a mild form of depression with only minor effects may not be covered but someone with severe depression with substantial effects on their daily life is likely to be considered as disabled under the act.
eg Dyslexia, Asperger’s Syndrome and Autism are also recognised disability conditions.
Put simply, this means the effect of the physical or mental impairment on ability to carry out normal day-to-day activities is more than minor or trivial. It does not have to be a severe effect.
The effect has to have lasted, or be likely to last, overall for at least 12 months and the effect must be a detrimental one.
A person with a life expectancy of less than 12 months is also covered.
To support our aim of removing barriers to employment for disabled people we are committed to making any necessary reasonable adjustments. These adjustments may include modifying the selection process, the job role or the working environment. To assist us in planning to accommodate your individual needs (if any); it would be helpful if your application could be supplemented by any information you may wish to provide about your needs. This information will be treated as confidential within the recruitment process and will be used solely with your consent, for the purpose of enabling selectors (and our Occupational Health Unit if appropriate) to make a fair assessment of your capabilities.
It is the Council's policy to guarantee interviews for candidates with a disability who meet the shortlisting requirement for disabled applicants by providing evidence of meeting all of the key competencies only detailed in the job profile, ie not any additional ones, taking into account any reasonable adjustments that may need to be made. As we wish to ensure that disabled applicant's needs are taken into account during the selection process, all candidates will be asked, at interview, questions relating to any disabilities they may have which are relevant to the requirements of the post.
If you need further advice or assistance in order to complete your application form, or if you would like it in a different format such as Braille, tape, disc or large print, please contact the Department of Business Support - Human Resources or the school where you obtained the application form.
Find out about the rehabilitation of offenders and disclosure checks.
Bradford Metropolitan District Council is committed to recruiting effectively and fairly, selecting candidates on the basis of their competencies, qualifications if required and experience.
Good recruitment and vetting requires attention to all pre-employment checks including written references, identity and qualification checks, full employment history, and where an assessment of risk has indicated this is necessary, the Disclosure and Barring Service disclosures, formerly known as CRB checks. For providers of services inspected by the Commission for Social Care Inspection (CSCI) the checks are a legal requirement.
As an organisation using the Disclosure and Barring Service to assist in making safer recruitment decisions, the Council will comply with the DBS Code of Practice.
Employment decisions will therefore be made on a post by post basis and taking into account the specific nature and relevance of convictions disclosed. The Council undertakes not to discriminate unfairly on the basis of information revealed.
However, at all times, the Council's highest priority will be the protection of children and vulnerable adults and of the Council's resources. Recruitment Managers will be rigorous in their assessment of those seeking positions of trust.
The Council will ensure that applicants for positions where a disclosure is required are made aware of this.
At interview or on a separate occasion, the Council will discuss with the applicant any information revealed in the check before deciding whether to proceed with the appointment. Failure to reveal or attempts to conceal convictions or other relevant information, or failure to co-operate with the discussions is likely to lead to the Council withdrawing an offer or not pursuing the application further.
For employees, a failure to reveal or attempt to conceal a conviction or other relevant information is likely to lead to dismissal.
The Council will ensure recruiting Managers are given guidance on making decisions in respect of DBS disclosures, covering both the level at which the decision can be made and criteria for decision making.
The Council undertakes to keep disclosure and barring service checks secure and accessed only by those making recruitment decisions. Information will be securely destroyed once no longer needed, in line with the DBS Code of Practice, except in services regulated by the Commission for Social Care Inspection (CSCI) where CSCI guidance will be followed.
This legislation was brought in by the Government to ensure that employees have the legal right to work in the UK and all shortlisted applicants will be asked to produce documented proof. This will normally be your official National Insurance number or some other similar evidence.
The council is concerned to ensure that good practice is followed throughout the recruitment process and the best person gets the job. We have a formal policy on dealing with recruitment complaints. Occasionally, however, candidates may consider that their application has not been dealt with fairly and that the standards and values of our recruitment process have not been followed.
All candidates can ask for feedback about any decision and if the explanation for non-selection does not satisfy you, then you should complain in writing to:
The Department of Human Resources
Bradford, BD1 1HX