Aspen Healthcare is committed to promoting equality, diversity and an inclusive and supportive environment for all prospective employees. Our aim is to recruit and maintain a diverse workforce, which is representative of the local communities who use our healthcare services.
We want to recruit the most talented and dedicated individuals to join our organisation, regardless of their:
- gender reassignment
- marriage or civil partnership status
- pregnancy or maternity
- religion or belief
- sexual orientation
These are known as ‘protected characteristics’. It is unlawful to discriminate against anyone at work, either directly or indirectly, because of their protected characteristics. Aspen Healthcare takes the equality duty seriously and this is reflected in our Equal Opportunities at Work Policy.
Protecting candidates from discrimination
Here are some ways that we prevent job candidates from experiencing any discrimination:
Equality and diversity training
During their induction period, all our employees complete a mandatory e-learning course on equality, diversity and human rights. We also offer extra training for anyone involved in recruiting and selecting staff.
Following a fair recruitment procedure
We have designed our recruitment procedure to ensure that candidates are selected in a fair, legal and consistent way. The requirements for each vacancy are based on the qualifications, skills and experience needed to do the job. Wherever possible, at least two people interview you. This helps to avoid any unintended or unconscious bias.
Equal opportunities monitoring
Our job application form includes an Equality Opportunity Recruitment Monitoring Form. Completing this form is voluntary and does not in any way affect your chances of being recruited. It is removed before the hiring manager reviews your application.
By analysing the data in the form, we can check that our Equal Opportunities at Work Policy is operating effectively. We can also identify any groups who may be underrepresented at Aspen Healthcare.
Making reasonable adjustments
Individuals with a disability have the right to ask for ‘reasonable adjustments’ to interviews and assessments. Examples may include arranging a British Sign Language interpreter or giving you more time to complete written tests if you have dyslexia.
If you need us to make any reasonable adjustments, please contact our Human Resources (HR) team. We will do our best to support you at every stage of the recruitment process.
A diverse and inclusive workplace
Aspen Healthcare aims to create a respectful, tolerant working environment free from any discrimination.
In the 2020 Financial Times Diversity Leaders survey, Aspen Healthcare was ranked as one of Europe’s most inclusive companies. The survey asked more than 100,000 employees whether they believe that their companies are inclusive and promote diversity.
Aspen Healthcare came top of the health industry rankings across Europe in the Financial Times survey. Helen McKibbin, Aspen Healthcare’s Group HR Director, said:
‘We are absolutely delighted to top the health industry ranking in the Financial Times Diversity Leaders survey, and be ranked as one of Europe’s most inclusive employers. This accolade underlines Aspen Healthcare’s commitment to building a diverse and inclusive workplace.’
Supporting you at Aspen Healthcare
Aspen Healthcare strives to provide equal opportunities and support you as best we can.
We currently offer flexible working patterns for individuals with caring responsibilities, if this can be accommodated in the business. There are vacancies for full-time or part-time work, job shares, day shifts and night shifts.
If you have a disability, we are committed to supporting you not only during the recruitment process but throughout your career with us. We will consider making reasonable adjustments to help you succeed in your role. An example would be giving you special or adapted equipment, such as a hearing aid compatible phone.
‘’I have been working as a Physiotherapist at The Holly Private Hospital for 15 years.
The recruitment process was very relaxed. I had plenty of opportunities to discuss my visual impairment and any impact that it might have on my day-to-day work.
From the outset, everyone went out of their way to make sure that I was given any adjustments to help me perform at my best. I went on to become part of the induction team, teaching new staff about disability and inclusion.’Noel Thatcher
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