Recruitment Information for Applicants to Trinity College Dublin
Trinity welcomes applications from disabled applicants and recognises that disability includes a wide range of experiences, including physical, sensory, intellectual, cognitive, neurodivergent, mental health and long-term health conditions.
We want all candidates to have an equitable opportunity to demonstrate their skills, experience and potential. If any part of the recruitment process creates a barrier for you, you can request a reasonable accommodation to ensure that the experience is an empowering and equitable one.
What is a reasonable accommodation in recruitment?
Generally speaking, reasonable accommodation means making appropriate adjustments or providing supports that enable a person with a disability to access, participate in, or perform their work on an equal basis with others. Under the Employment Equality Acts, employers are required to take appropriate measures, where needed in a particular case, to enable a person with a disability to access employment, participate in employment, or undertake training, unless doing so would impose a disproportionate burden on the organisation.
In recruitment, this may relate to the application process, interview, assessment, presentation, test, communication format, or physical or digital environment.
It is vital to note that reasonable accommodations do not give a candidate an unfair advantage. They are intended to provide equitable access to the recruitment process.
Examples of reasonable accommodations may include:
1. Providing interview questions in writing.
2. Allowing extra time for written exercises or assessments.
3. Offering an online interview where appropriate.
4. Ensuring the interview venue is physically accessible.
5. Providing Irish Sign Language interpretation.
6. Allowing a support person or assistant to attend where appropriate.
7. Providing documents in accessible formats.
8. Adjusting lighting, room layout, seating or breaks.
9. Giving clear information in advance about the interview format, panel members and expected duration.
Do I have to disclose my disability when applying to work at Trinity College Dublin?
No, you do not. Disclosure is a personal choice. You are not required to disclose a disability when applying for a role.
However, if you would like Trinity to put a reasonable accommodation in place for recruitment, you may need to share enough information about the barrier you experience and the support you are requesting.
You do not need to share detailed medical information. In most cases, it is enough to explain what adjustment or support would help you participate fully in the recruitment process.
How to request a reasonable accommodation throughout the recruitment process:
If you require a reasonable accommodation at any stage of the recruitment process, you are encouraged to contact the named recruitment contact as early as possible.
The process may include:
1. Reviewing the recruitment information and identifying any part of the process that may create a barrier.
2. Contacting the named recruitment contact.
3. Explaining the accommodation or support you are requesting.
4. Trinity considering the request and, where needed, contacting you to clarify what support would be most appropriate.
5. Arranging the agreed accommodation.
If you require a reasonable accommodation for any stage of the recruitment process, please contact the named recruitment contact in the job advertisement. You may also contact the Staff Disability Liaison Officer at staffdisabilitysupport@tcd.ie for guidance.
Confidentiality
Information about disability or reasonable accommodations will be handled sensitively and confidentially.
It will only be shared with staff who need the information to arrange or implement the requested accommodation.
Requesting a reasonable accommodation will not disadvantage your application. Information about disability-related supports will be treated separately from the assessment of your suitability for the role.
Support After Appointment
If you are appointed to a role, you can contact the Staff Disability Service to discuss workplace supports or reasonable accommodations.
A staff disability needs assessment may help identify supports such as assistive technology, ergonomic equipment, accessible communication, adjustments to working arrangements, or other reasonable accommodations relevant to the role.
Trinity welcomes applications from disabled applicants and recognises that disability includes a wide range of experiences, including physical, sensory, intellectual, cognitive, neurodivergent, mental health and long-term health conditions.
We want all candidates to have an equitable opportunity to demonstrate their skills, experience and potential. If any part of the recruitment process creates a barrier for you, you can request a reasonable accommodation to ensure that the experience is an empowering and equitable one.
What is a reasonable accommodation in recruitment?
Generally speaking, reasonable accommodation means making appropriate adjustments or providing supports that enable a person with a disability to access, participate in, or perform their work on an equal basis with others. Under the Employment Equality Acts, employers are required to take appropriate measures, where needed in a particular case, to enable a person with a disability to access employment, participate in employment, or undertake training, unless doing so would impose a disproportionate burden on the organisation.
In recruitment, this may relate to the application process, interview, assessment, presentation, test, communication format, or physical or digital environment.
It is vital to note that reasonable accommodations do not give a candidate an unfair advantage. They are intended to provide equitable access to the recruitment process.
Examples of reasonable accommodations may include:
1. Providing interview questions in writing.
2. Allowing extra time for written exercises or assessments.
3. Offering an online interview where appropriate.
4. Ensuring the interview venue is physically accessible.
5. Providing Irish Sign Language interpretation.
6. Allowing a support person or assistant to attend where appropriate.
7. Providing documents in accessible formats.
8. Adjusting lighting, room layout, seating or breaks.
9. Giving clear information in advance about the interview format, panel members and expected duration.
Do I have to disclose my disability when applying to work at Trinity College Dublin?
No, you do not. Disclosure is a personal choice. You are not required to disclose a disability when applying for a role.
However, if you would like Trinity to put a reasonable accommodation in place for recruitment, you may need to share enough information about the barrier you experience and the support you are requesting.
You do not need to share detailed medical information. In most cases, it is enough to explain what adjustment or support would help you participate fully in the recruitment process.
How to request a reasonable accommodation throughout the recruitment process:
If you require a reasonable accommodation at any stage of the recruitment process, you are encouraged to contact the named recruitment contact as early as possible.
The process may include:
1. Reviewing the recruitment information and identifying any part of the process that may create a barrier.
2. Contacting the named recruitment contact.
3. Explaining the accommodation or support you are requesting.
4. Trinity considering the request and, where needed, contacting you to clarify what support would be most appropriate.
5. Arranging the agreed accommodation.
If you require a reasonable accommodation for any stage of the recruitment process, please contact the named recruitment contact in the job advertisement. You may also contact the Staff Disability Liaison Officer at staffdisabilitysupport@tcd.ie for guidance.
Confidentiality
Information about disability or reasonable accommodations will be handled sensitively and confidentially.
It will only be shared with staff who need the information to arrange or implement the requested accommodation.
Requesting a reasonable accommodation will not disadvantage your application. Information about disability-related supports will be treated separately from the assessment of your suitability for the role.
Support After Appointment
If you are appointed to a role, you can contact the Staff Disability Service to discuss workplace supports or reasonable accommodations.
A staff disability needs assessment may help identify supports such as assistive technology, ergonomic equipment, accessible communication, adjustments to working arrangements, or other reasonable accommodations relevant to the role.