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Employment Manual

'TWO TICKS'
SCHEME
POSITIVE ABOUT
DISABILITY
GUIDANCE

CONTENTS
POSITIVE ABOUT DISABILITY COMMITMENTS ..................................................... 1
MINDFUL EMPLOYER CHARTER ............................................................................ 1
1.

RECRUITMENT.......................................................................................................... 1

2.

CONSULTING EMPLOYEES WITH A DISABILITY .................................................... 1

3.

RETAINING EMPLOYEES WHO BECOME DISABLED ............................................. 1

4.

DEVELOPING AWARENESS ..................................................................................... 1

5.

REVIEWING PROGRESS AND KEEPING PEOPLE INFORMED .............................. 2

DISABILITY SYMBOL ................................................................................................ 2


INFORMATION AND ASSISTANCE .......................................................................... 2

POSITIVE ABOUT DISABILITY COMMITMENTS


Lincolnshire County Council has been accredited for the Positive About Disabled
People two ticks symbol, demonstrating that we meet the five commitments set by
Jobcentre plus.
As a Two Tick employer, we recognise the rights of disabled staff to be considered
fully and fairly in all aspects of employment.

MINDFUL EMPLOYER CHARTER


The Council is also signed up to the Mindful Employer Charter. This is a charter for
employers who are positive about mental health issues amongst their employees.
The Council is committed to providing informative, non -judgmental and pro-active
support to staff that may experience mental health issues, along with providing
guidance to managers on how to support staff dealing with these issues.
To continuously achieve the commitments of the Positive about Disabled People
Two Tick Award, we will follow these five commitments:
1. RECRUITMENT
Interview all disabled applicants who meet the minimum criteria for a job vacancy and
consider them on their abilities.
The council asks candidates selected for interview whether they have special
requirements prior to attending an interview, and makes reasonable adjustments to
allow the candidate to participate fully in the interview process.
2. CONSULTING EMPLOYEES WITH A DISABILITY
Ensure a system is in place to discuss (at any time, but at least once a year) with
disabled employees what can be done to make sure they can develop and use their
full potential.
An Employee Engagement Group for disabled employees meets regularly with the
Corporate Diversity Steering Group to discuss progress against Equality Objectives
in the Council Business Plan.
3. RETAINING EMPLOYEES WHO BECOME DISABLED
Make every effort to ensure that when employees become disabled, they stay in
employment.
The council provides for reasonable adjustments to facilitate the retention of
employees where they become disabled.
4. DEVELOPING AWARENESS
Take action to make sure all employees develop the appropriate level of disability
awareness needed to make these commitments work.
The council provides a package of training on equality & diversity awareness, which
includes disability, on Lincs2Learn.

5. REVIEWING PROGRESS AND KEEPING PEOPLE INFORMED


Carry out a yearly review on what we have achieved, and plan ways to improve on
these achievements.
The council meets with representatives from Job Centre Plus on an annual basis to
review progress.

DISABILITY SYMBOL
The following symbol may be used on letter headings, compliment slips, recruitment
literature etc. An electronic copy can be obtained by contacting People
Management.

INFORMATION AND ASSISTANCE


Further advice regarding this scheme can be obtained from your HR Adviser.
Please also see the Supporting Disabled Employees in the Workplace Guidance.
For information regarding accommodation or the adaptation of buildings please
contact the Property team.
For advice regarding Health and Safety please contact your Health and Safety
Adviser
Updated July 2015