accessibility & help

Diversity in recruitment

We want our organisation and our services to be relevant and accessible to all. We value fresh perspectives and insights gained by involving and welcoming people with diverse backgrounds, cultures and experiences.

Every possible step is taken to ensure that each individual has equality of opportunity and is treated fairly. Decisions on recruitment, selection, promotion, and career and personal development are based solely on objective job- or task-related criteria.

On the basis of our organisational values and fundamental principles, particularly humanity, unity and impartiality, we will not tolerate:

  • any form of harassment
  • any unlawful acts of discrimination 
  • any unjustifiable acts of discrimination on any grounds, including ethnic or national origin, gender, marital status, sexual orientation, disability, religious beliefs or age.

Any breach of this policy will be subject to our disciplinary and grievance procedures.

Potential constraints to these principles

Given the many different contexts in which the Red Cross operates internationally, there will be rare occasions when the application of equal opportunities may be constrained in practice.

Careful consideration will be given before any limiting conditions are applied. These conditions must be clearly justifiable and based solely on operational considerations.

Removing bias

We recognise that promoting equal opportunities involves removing bias from existing policies, procedures and practices to ensure equal access to employment, volunteering and services. We collect information on the protected characteristics of our applicants and employees to identify any areas for improvement and necessary changes in our processes and practices.

Positive about Disability (Two Tick)

As part of our positive approach to disability, we participate in the Positive about Disability (Two Tick) scheme.

There is a standard question on the Two Tick scheme on our online application. This is to ensure that recruiting managers can meet the first requirement of the scheme, namely to interview all disabled candidates who meet the minimum criteria for the post (as indicated on the person specification).

When you are applying for a role, if you wish to be considered under the scheme and have a disability (as defined under the Equality Act 2010) please tick the box and your application will be reviewed in line with the two ticks principles. 

See more information about the Two Tick scheme on the UK government website

DBS/PVG Checks (Criminal Record Checks) 

As part of our commitment to hire the best and most diverse staff, delegates and volunteers, we adhere to a charter and the Disclosure and Barring code of practice. Find out more and read the code.

 

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