“ TWO TICKS” DISABILITY SCHEME
Frequently Asked Questions
1. What is the “Two Ticks” symbol?
The disability symbol is awarded by the Jobcentre Plus to recognise employers who have
agreed to take action to meet five commitments regarding the employment, retention,
training and career development of disabled employees.
2. What are the five commitments?
1. To interview all disabled applicants who meet the minimum essential criteria for a
job vacancy and consider them on their abilities.
2. To ensure there is a mechanism 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 abilities.
3. To make every effort when employees become disabled to make sure they stay in
4. To take action to ensure that all employees develop the appropriate level of
disability awareness needed to make these commitments work.
5. To each year review the five commitments and what has been achieved, plan ways
to improve on them and let employees and Jobcentre Plus know about progress and
3. Why is the University implementing this?
The University is a diverse community and is committed to equality of opportunity and
freedom from unlawful discrimination on the grounds of race, colour, ethnicity, nationality,
religion, gender, disability religious or political beliefs, age and sexual orientation.
By using the symbol we are making it clear to disabled people that we welcome applications
from them and that we are positive about their abilities. It will also show existing employees
that we value their contribution and will treat them fairly if they become disabled.
The University is proud to be awarded the Two Tick Symbol as it demonstrates its
commitment towards current and potential employees.
The Two Ticks scheme is an example of the University displaying positive action to ensure disabled people are treated fairly and have access to the same opportunities as non- disabled people. For further information on positive action, please refer to www.liv.ac.uk/hr 4. Where will the symbol be displayed?
The symbol will be displayed on all job advertisements (internal and external), application
forms and recruitment literature.
5. What does it mean if I see the Disability Symbol on a job advert? It means the University will guarantee to interview all disabled applicants via the Guaranteed Interview Scheme, provided they meet the essential criteria for that job.
6. What is the Guaranteed Interview Scheme?
As part of the University’s commitment to the Disability Symbol, the University will
interview all disabled applicants who meet the essential criteria for a job vacancy. To be
considered for an interview under the Guaranteed Interview Scheme, applicants will need to declare that they have a disability (see question 8).
7. Does this override other legislation, such as immigration legislation? No. All other legislation still applies and this does not take precedent. For example, if you
have a disabled candidate who requires a work permit to apply for a position in which a
work permit would not be granted, you would not be required to shortlist the applicant.
8. How will applicants indicate they have a disability and would like to apply for the
Guaranteed Interview Scheme?
Applicants are asked to disclose their disability and indicate if they wish to apply for the Guaranteed Interview Scheme on the Equal Opportunities Form, which is sent to applicants together with the job application form.
9. What should I do if a disabled candidate meets the essential criteria measurable
from the application form?
They must be invited for interview. This is regardless of whether the pool of shortlisted
candidates is too large. Although you may use the desirable criteria to reduce the interview pool to a manageable level, disabled candidates who meet the essential criteria
must be excluded from this exercise.
10. What should I do if a disabled candidate does not meet the essential criteria from
the application form?
If any candidate does not meet the essential criteria from the application form, then they
should not be shortlisted. The short-listing process should clearly identify which of the
essential requirements from the person specification have not been met.
11. What do I need to consider when making interview arrangements? When making the interview arrangements, remember to consult the disabled candidate's
application form to ensure that any reasonable adjustments or special arrangements that
need to be made are done. Please contact your Area Human Resources Manager/Administrator if you require further guidance.
For further details on reasonable adjustments, please refer to www.liv.ac.uk/hr
12. What should I do if the disabled candidate is not the best person at interview? If the candidate is not the best person for the job, they should not be offered the job.
Departments must ensure this decision is made on the basis of performance at interview
and not on the real or perceived implications of employing them.
13. What should I do if the disabled candidate is the best person at interview? They should be advised that they are the successful candidate. Legally the University is
required to make reasonable adjustments to ensure that disabled staff are supported to do the job. This should be discussed with the disabled member of staff and, if appropriate,
your Area Human Resources Manager/Administrator.
14. What if I am already employed by the University?
The guaranteed interview commitment also applies to internal vacancies advertised
within the University, provided that you meet the minimum criteria for the job.