Recruitment Guidance for Employers
Find out everything you wanted to know about recruiting a candidate with a disfigurement but were too afraid to ask.
This guidance aims to help professionals involved in recruitment to become more confident when talking about conditions and injuries that affect appearance. It also outlines legal considerations and offers practical tips.
Changing Faces is regularly asked for advice about disfigurement in the workplace, so we have a wealth of knowledge on the subject. This guidance has been compiled with help from our corporate contacts, service users and champions based on experiences they have had and what has worked well.
The advice consists of suggestions that can help employers to prepare for a fair and equal recruitment process and to ensure that good practice can be adopted.
If you would like further support, please email our Face Equality at Work Adviser Sally Mbewe.
NB We have used the word ‘disfigurement’ as a semi-neutral term that describes all sorts of injuries, marks, scars, asymmetries or conditions that affect appearance. The term includes birthmarks and congenital conditions, scarring from accidents, warfare or violence, treatment for cancer, skin and eye conditions and facial paralysis. It is used in the Equality Act 2010 as a collective word.
Recruitment Guidance for Individuals
Are you worried about your visible difference prior to an interview? Are you unsure whether to mention it or what to say? If so, then this advice makes suggestions to help you organise your thoughts and consider what you will feel comfortable with.