Equality and diversity
We are committed to ensuring that equality of opportunity is communicated to, and understood by, all employees and that all employees are treated on merit and feel valued. The Council takes its duty of care to all of its employees very seriously. Therefore, we will not tolerate discrimination, victimisation or harassment of any kind by colleagues or members of the public.
Solihull MBC has been awarded the Disability Symbol which means that we have made the following commitments:
• to interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities
• to ensure there is a mechanism in place to discuss, at any time, but at least once a year, with employees with a disability what can be done to make sure they can develop and use their abilities.
• to make every effort when employees become disabled to make sure they stay in employment.
• to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work.
• each year to review the five commitments and what has been achieved, plan ways to improve on them and let employees and Job Centre Plus know about progress and future plans.
We have a long established Black Workers Support Group which provides a support network for Black Minority Ethnic employees within the Council. The group meets on a monthly basis to discuss ways in which to improve the working environment for Black Minority Ethnic employees.
Disabled People
As a 'Two Tick' employer, we recognise the rights of disabled people to be considered fully and fairly in employment at the Council. We encourage applications from disabled people and are happy to gurantee an interview to those who can show that they meet the essential requirements for the job.
Recruitment of Ex Offenders
If you have a criminal record, you will not automatically be barred from working for us. Criminal records will only be taken into account if the conviction is relevant and we will base our decision on the type of work and the background and circumstances of the conviction.
Unless the work includes access to children and vulnerable adults, you will not be asked to disclose convictions that are 'spent' under the Rehabilitation of Offenders Act 1974.