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Working for New Forest District Council

Nearly 7 million people of working age in the UK are disabled or have a health condition. Historically there has been a significant gap between the proportion of disabled people employed compared with non-disabled people.

Encouraging applications from disabled people is good for business. It can help:

  • increase the number of high quality applicants available
  • create a workforce that reflects the diverse range of customers it serves and the community in which it is based
  • bring additional skills to the business, such as the ability to use British Sign Language (BSL).

Information for Disabled candidates

The Council is committed to attracting applicants from all members of the community. As part of this, the Council is proud to be a 'Disability Confident Employer'. In terms of attending an interview this means that if you are disabled and meet the essential criteria in terms of skills and experience for a vacancy, you will be invited for an interview. You will be asked if you are claiming a guaranteed interview on your application form and if this applies to you, please answer yes.

Attending interviews

All of our offices have wheelchair access points, as well as designated car parking spaces. If you are attending an interview and require any assistance either with access or other facilities, please contact a member of the HR Admin Team on 02380 285504 to let them know of your requirements.

Find out more about the 'Disability Confident Employer' scheme here

New Forest District council recognises the benefits of a diverse workforce and we actively promote applications from candidates with disabilities.   We are happy to discuss reasonable adjustments and/or additional arrangements as required to support applications.

Two Ticks Policy

Two Ticks logo We have been given permission by Jobcentre Plus (who manage the Two Ticks accreditation) to use the Two Ticks symbol.  Accreditation is based on these 5 commitments:

  1. to interview all disabled applicants who meet the essential criteria for a job vacancy and to consider them on their abilities
  2. to discuss with disabled employees, at any time but at least once a year, what you can both do 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 employment
  4. to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
  5. to review these commitments every year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans


Updated: 9 Nov 2016
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