Equal Opportunities

Short listing, interviewing and selection will always be carried out without regard to gender, gender reassignment, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave or trade union membership.

Valuing the differences between people and understanding the positive benefits for our Council of employing a diverse range of talented people is crucial. A positive approach to diversity allows managers to select the best person for the job based on merit alone and free from bias on the grounds of factors that are not relevant to the person's ability to do the job.

Criminal Records Checks

There are a number of posts which may involve contact with children, young adults or vulnerable adults. These posts require a criminal records check, either Disclosure and Barring Service or Basic Scottish Disclosure. The HR Team will make this clear in the advert.

Positive Disclosure

A disclosure certificate will usually only provide the basic facts such as the name and date of the offence(s) and, if applicable, details of any sentences(s). It will not put them into context.

SHDC is committed to equality of opportunity for all job applicants and aims to select people for employment on the basis of their individual skills, abilities, experience, knowledge and, where appropriate, qualifications and training.

We will therefore consider ex-offenders for employment on their individual merits. The organisation's approach towards employing ex-offenders differs, however, depending on whether the job is or is not exempt from the provisions of the Rehabilitation of Offenders Act 1974. SHDC will not automatically refuse to employ a particular individual solely because he/she has a previous criminal conviction.

Recruitment and Disabled people - Application

The Council has committed to adopt the positive about disability standard, a recognition given by Jobcentre Plus to employers who have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. One of the commitments is to interview all disabled applicants who meet the 'Essential' criteria for a job vacancy and consider them on their abilities.