Which? champions all UK consumers, whoever we are, whatever our background or identity.

We encourage and embrace the differences that people bring.

This means we are committed to:

- ensuring our recruitment process is inclusive and barrier free;

- communicating and promoting vacancies;

- offering an interview to disabled people who meet the minimum criteria for the role;

- anticipating and providing reasonable adjustments as required;

- supporting any existing employee who acquires a disability or long-term health condition, enabling them to stay in work;

- at least one activity that will make a difference for disabled people (paid employment).

Offering Interviews to disabled people

Applicants who apply through the Disability Confident Interview Scheme and meet the ‘minimum criteria’ for the role will be offered an interview. We are committed to providing an inclusive and barrier-free recruitment process for anyone who wishes to make an application.

What we mean by disability: The Equality Act (2010) defines a disability as a physical or mental impairment which has a substantial and long-term adverse effect of a person’s ability to carry out normal day-to-day activities. Applicants will not be asked details about the nature of their disability or long-term condition or to provide any evidence regarding disability in order to apply through the Disability Confident Interview Scheme.

What we mean by ‘minimum criteria’: For each of our vacancies we’ll separate the ‘essential’ criteria (critical to be successful in the role) from the ‘desirable’ criteria (enhances capacity to do the role well). To meet the ‘minimum criteria’ for the role and be offered an interview, disabled applicants will need to meet the ‘essential’ criteria highlighted in the role advert.

Opting-in To apply though the Disability Confident Scheme, you’ll need to opt in by selecting that you wish to be considered through the scheme when you are completing your application.

Reasonable Adjustments We want to ensure that everybody can apply and be part of our recruitment processes, and therefore if you have a disability or long-term condition and may need reasonable adjustments, please indicate this in the application process. If you’re invited to an interview we will reach out to you to find out how we can best support you.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people that meet the ‘minimum criteria’ for the role. For example, in certain recruitment situations such as high number of applications, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people.

In these circumstances we will select the candidates who best meet the ‘minimum criteria’ for the role rather than all of those that meet the minimum criteria.