Posted 30.07.21 by Ellie Harlow
This means Penguin Random House has committed to:
• Making our recruitment process inclusive and accessible
• Promoting our vacancies through a range of channels
• Anticipating and providing reasonable adjustments
• Supporting existing employees who gain a disability or long-term health condition to stay in work
• Offering an interview for any disabled candidates who meet the essential criteria for the role
There might be occasions where the volume of applications means we cannot take all eligible candidates to interview. If you’re not given an interview, we’ll let you know if this is because of the volume of applications or if you haven’t met the essential criteria this time.
This is only our first step, and we’re looking to continuously improve our approach, so that our applicants and colleagues can be their best and feel an equal sense of belonging at Penguin Random House.
Head here for more information on Penguin Random House’s approach to inclusivity.
The Equality Act defines disability as a physical or mental condition that has a substantial and long-term adverse effect on day-to-day activities.
Disabilities are broad in nature and could include (but are not restricted to) anxiety, autism, bipolar disorder, cancer, chronic fatigue syndrome, chronic pain, depression, diabetes, dyslexia, dyspraxia, HIV, mobility impairments, multiple schelorsis, sensory impairments and many more, including other cognitive, communication and health impairments.
It’s completely up to you.
You might have concerns about sharing this information during the application process, but we want to reassure and encourage you that we want you to apply, and we especially want to give you the opportunity to be your best during the application process.
Letting us know what adjustments you need is an important part of this. It also means you can opt in to the offer an interview scheme for disabled applicants.
As a Disability Confident Committed organisation, we offer an interview to disabled candidates who meet the essential criteria for the role.
You’ll be able to opt in to the offer an interview scheme when you apply for the role and complete your details in our application system.
There may be times where the volume of applications means we cannot take all eligible candidates to interview.
If you opt in but are not given an interview, we’ll let you know if this is because of the volume of applications or if you haven’t met the essential criteria this time.
Absolutely – we want to enable you to be your best in the application process. The Resourcing team will ask you at each step if you need an adjustment, however you can always reach out to talk to us about anything you might need.
You can contact as at [email protected] if you have questions, want to let us know what adjustments you need in advance, or need to request information or apply in a different format. Remember, you only need to share what you are comfortable to for us to support your adjustment request
Examples of adjustments could include rest breaks for those with fatigue, extra time in written tasks for those with dyslexia, specific equipment, a sign language interpreter – and many more depending on the interview and your condition.
We will treat your requests with confidence and will only share information with the hiring manager(s) if we need to let them know about any adjustments (for example, if you require rest breaks during the interview). We’ll only share the information about your adjustment, rather than your condition, unless you’d like us to.
When you’re offered and accept the role, HR will send an email with your contract and some useful information for before you start.
They’ll also ask at this point if there’s any adjustments you need. If there is, HR and your manager will follow up for a conversation to understand what barriers or difficulties you face at work and what adjustments could help.
We might need to get further advice, for example through occupational health, but letting us know before you start can help us get as much arranged as possible before your first day. We can consider a broad range of adjustments, including physical adjustments (like furniture, equipment or software) or non-physical adjustments (like altered work hours, communication preferences or more on-to-ones).
You might not know what barriers you face until you get to the office – that’s fine too. You can discuss the request with your manager at any time.
We use a tool called the Tailored Adjustment Plan, which can help structure a conversation with your manager about adjustments. There’s also further support you can access when you’re with us – for example occupational health, Unum, Access to Work, the Employee Assistance Programme and more.
Of course – just let us know in advance so we can make sure that they have all they need. We may also be able to help arrange a sign language interpreter.