Support for staff and students with a disability

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We want to build an inclusive workplace for everyone to bring their whole self to work.

We want people with disabilities, including long term conditions and neurodiverse and mental health conditions, to feel welcomed, supported and valued members of our team.

We have an Enable staff inclusion group, that staff who consider themselves to have a disability or long term condition or are carers or an ally, can join and find information.

You can find more information below on support available during interview and once you’ve joined us as a staff member.

Enable network
Contact us

Employee Health & Wellbeing 

01535 294401

airedale.employeehealth@nhs.net

People Partnering team 

01535 294865

anhsft.hradvice@nhs.net

Enable staff group

anhsft.enable@nhs.net

Adjustments at interview and during recruitment

We at Airedale are committed to equality. We actively encourage applications irrespective of people’s age, lived experience of living with a disability, gender, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances.

Increasing our diversity and supporting our organisation to be more inclusive is a key priority here at Airedale.

We appreciate people with disabilities and /or long-term conditions may have diverse and unique needs and we pride ourselves at supporting all people to Thrive at work. We have processes that support reasonable adjustments and flexible working for employees throughout their working lives which starts at recruitment.

This includes an invitation to the first stage of the selection process and consideration of reasonable adjustments for people who have a disability, to ensure they have the opportunity to demonstrate their abilities and potential.

Through our Guaranteed interview scheme we’ll offer an interview to all applicants who disclose a disability and meet the essential criteria for a job vacancy.

On your application form you can indicate that you have a disability.

At Airedale we pride ourselves in levelling up the playing field in our recruitment processes. We appreciate people with disability and /or long-term conditions will have diverse and maybe unique needs and we will try to accommodate any reasonable adjustment you may have in the interview process.

Please contact us to discuss and ensure your needs are accommodated.  We’ll ensure the application, shortlisting and recruitment process provides any reasonable adjustments needed.

This might include, but is not limited to:

  • Providing interview questions in advance
  • Ensuring that the interview room is accessible or appropriately equipped
  • Consideration whether interview by video link or online may best suit the candidate
  • Allowing a support worker to attend an interview
  • Offering communication support
  • Adapting tests or selection exercises, eg granting some additional time for completing or questioning whether timed tests are needed at all

Reasonable adjustments once at work

We understand the importance of making workplace adjustments for disabled staff or those with long-term health conditions.

You don’t need a diagnosis of a condition to ask for reasonable adjustments.  What it is important to consider is the effect of the impairment, not the cause.

You can ask for reasonable adjustments to be made and you can also have these recorded on an adjustments passport.   The aim of the passport is to minimise the need to re-negotiate workplace adjustments every time you move job, work location or a new manager appointed.

Reasonable adjustments could be :

  • the workplace
  • the ways things are done
  • get someone to help the employee or job applicant

Examples of Reasonable Adjustments

  • Many adjustments are straightforward and can be implemented easily, at little or no cost. Reasonable adjustments might include but are not limited to:
  • doing things another way i.e., allowing someone with social anxiety disorder to have their own desk instead of hot-desking
  • modifying premises or access to premises i.e., installing a ramp for a wheelchair user or an audio-visual fire alarm for a deaf person
  • letting a disabled person work somewhere else i.e., on the ground floor for a wheelchair user
  • changing their equipment i.e., providing a special keyboard if they have arthritis
  • extra time to complete their workload or duties
  • provision of assistive technology or auxiliary aids
  • amending working patterns i.e., starting later, finishing earlier, altering hours of work, offering flexible working
  • providing or modifying equipment i.e., software packages, desk and chair
  • adjusting duties or job description
  • providing additional training, mentoring, supervision or other support
  • providing instructions in a different format or modifying instructions or reference manuals
  • allocation of a support worker i.e., job coach, interpreter, reader
  • reallocating disabled employee’s duties to another person
  • transferring the disabled employee to fill an existing suitable vacancy without competitive interview. An employer should not give priority to other categories of redeployee, e.g., those at risk of redundancy, over a disabled worker.
  • assigning the disabled employee to a different place of work or home working
  • allowing the disabled employee to be absent during working hours for rehabilitation, assessment or treatment
  • allowing employees who become disabled to make a phased return to work, including flexible hours or part-time working
  • modifying procedures for testing or assessment
  • changing the recruitment process
  • modifying disciplinary or grievance procedures
  • accessible car parking space for a wheelchair user who can only use the wheelchair for short distances
  • enhanced sickness absence triggers in line with the Trust’s Wellbeing Policy
  • training of managers and co-workers

We can also advise how the Access to Work scheme may be able to help and support you.

Disclosing your disability

We value the diversity of our workforce and encourage colleagues to share their personal diversity.

Disclosing a disability is an individual decision, and there is no obligation on anybody to do so.

However, there are many reasons why disclosing a disability to your employer is a positive action that will empower, protect and assist you in the workplace.

Sharing your disability with your manager

You can speak to your manager at any time or at one of your wellbeing check ins or conversations.

You can also speak to the Employee Health and Wellbeing team or the HR team.

Health & Wellbeing on 01535 294401 or email airedale.employeehealth@nhs.net

People Partnering team on 01535 294865 or email anhsft.hradvice@nhs.net

Recording your disability status in ESR

Sharing this information on ESR is optional but it really does help the Trust better understand its workforce profile and be the best employer it can be for everyone.

By recording if a colleague has a disability on the individual electronic staff record (ESR), it helps the Trust better understand the needs of its workforce, is reflective of the population it serves and ensures that effective and supportive processes and measures are in place.

See the guide below on updating ESR:

Updating ESR Document – 2023 Update

Access to Work scheme

Access to Work can help you get or stay in work if you have a physical or mental health condition or disability.

They can give grants for equipment and adaptations like assistive technology or mobility aids or fund support for mental health at work if you need it.

You can speak to your manager or the Health and Wellbeing team, they can advise how the Access to Work scheme may be able to help.

How do I apply?

You can check your eligibility on the Access to Work website.

You can then self-refer by filling in the online application form.  You can then speak to your manager about the recommendations.

To find out more watch this video Your Guide to Access to Work – Bing video

Here’s a signed and subtitled video on what Access to Work can provide.

The latest factsheet on Access to Work is here

Enable staff group

Our Enable Network aims to create an environment where colleagues with disabilities and colleagues affected by disability feel valued and included, enabling them to have confidence and challenge the differences they experience in comparison to non-disabled colleagues.

The meetings are welcoming, safe and supportive and are also open to those supporting anyone with a disability or allies. The group are collectively passionate about improving the experience of our staff with disabilities and supporting a more diverse future workforce.

The Enable group meets monthly via Teams and for those staff who can’t attend a meeting, they record a video summary after each meeting.  These links are shared in the regular staff bulletins.

If you would like further details please email anhsft.enable@nhs.net

The Enable group is part of an allyship of inclusion groups for staff.  We also have groups for Race Equality, Gender and a Rainbow inclusion group for LGBT+ colleagues and allies.  To find out more about our other staff inclusion groups click here.

Disability confident employer

Disability confident employer logo

The Trust is committed to maximising the potential of its employees, and prospective employees, by complying with the Disability Confident Employer government scheme.

This scheme aims to put good practice into place to ensure employees and job applicants who declare a disability receive the right level of support and can make the most of the talents they can bring to the workplace.

Disability Confident organisations play a leading role in changing attitudes for the better and reaping the benefits of inclusive recruitment.

The scheme helps employers recruit and retain great people, to challenge attitudes and increase understanding of disability, whilst drawing from the widest possible pool of talent and improving employee morale by demonstrating fair treatment.

Sunflower lanyard

Wearing the Hidden Disabilities Sunflower discreetly indicates to people around them including colleagues and health professionals that they may need additional support, help or a little more time.

Click here for a short video explainer on the sunflower scheme.

If you’d like a free sunflower lanyard please contact the Health and Wellbeing team on 01535 294401 or email airedale.employeehealth@nhs.net.

Quiet spaces

If you need a quiet space to work or take a break there are places to go at Airedale Hospital:

Pods in the library

These can be booked via martyn.greenwood@nhs.net or booked at the library reception.  Location B11.

pod in the library

Other work pods on site

There are also 2 pods in the restaurant and 3 pods on the landing above Main Reception.  These don’t need to be booked.

2 work pods

These wellbeing Pods were kindly funded by Airedale Hospital and Community Charity.

Outside pods around the site

These are available around the site and the perimeter road, including outside pathology and the day hospital.

These Pods were kindly funded by Airedale Hospital and Community Charity.

Doctor’s mess

Chapel and chapel quiet room- location C2

Chapel

Garden areas

Wellbeing garden

Courtyard garden

Neurodiversity welcome packs

If you are neurodivergent or identify as neurodivergent, which includes dyslexia, ADHD, autism and dyscalculia, or have someone in your team who would like one, we offer a welcome pack.

The packs include information on how to get in touch with the Enable group and a link to our website on staff support with information on reasonable adjustments, working tips and quiet spaces.  They also include a lanyard, pen and a small comfort gift of a dyslexia reading aid ruler, fidget gadget for those with ADHD or autism which is sometimes used to help manage sensory issues and concentration, and earplugs for sensory overload/break/sleep times.

There’s no need to disclose anything or give any details when you take one, we’ll just have the packs available for anyone who wants to take one.  You can collect them from the Communications Team in C33, next to the Restaurant.

If you’d prefer to have a pack sent to you, just email the Enable inbox anhsft.enable@nhs.net and we’ll send one to you.

Neurodiversity welcome pack with 2 bags and a pen, flyers, fidget toy, lanyard and a reading aid ruler for those with dyslexia

Woman sat on a scooter on a ward
woman working at a standing desk
Woman working at a desk

Staff stories

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