Reasonable adjustments
If you are neurodivergent, have a disability or a long-term condition, you can ask for reasonable adjustments during your recruitment journey and beyond.
We are committed to creating a supportive and inclusive environment. Reasonable adjustments are changes or modifications we can make to ensure individuals are not disadvantaged.
You may benefit from reasonable adjustments if you:
- are neurodivergent
- have a disability
- have a long-term health condition
You do not have to have a formal diagnosis to ask for reasonable adjustments.
What is available?
Types of adjustments
It is not possible to show every condition or adjustment, but the examples below highlight the types of support that may be available.
Adjustments are considered on a case-by-case basis.
| Type of reasonable adjustment | Explanation | What is available |
|---|---|---|
| Display adjustments | During your application journey, you may be required to interact with tests or documents. You can ask for display adjustments at any point. | Text can be fully adjusted using screen settings before starting. You can also use filters to reduce glare.
Within the settings of your browser, you can change:
|
| Assistive technology | Assistive technology is any product, system or piece of equipment that can provide support with specific tasks | Examples include:
|
| Physical adjustments | Examples include:
|
|
| British Sign Language | British Sign Language (BSL) interpreters are available for interviews or assessments | We offer:
|
| Time adjustments | You can access:
|
Reasonable adjustments for officers
Some reasonable adjustments are specific to police officers, during their recruitment and training journey and whilst on duty. These may include:
- adjustments during the fitness test. For example rest breaks or modified pacing
- support with uniform or equipment, such as adaptions where possible
- changes to assessment centre tasks. For example written prompts or alternative formats
- operational adjustments where compatible with role safety
Each request is reviewed on a case-by-case basis to balance accessibility with the operational requirements of policing.
Aspirations Course (pre-interview)
Our Aspirations Course offers tailored interview preparation for candidates who may benefit from additional support. This workshop is designed to help you:
- understand how the Competency and Values Framework (CVF) works
- build confidence in values-based interviews
- prepare effectively for the police staff recruitment process
Courses are available online for police staff and in person for police officer.
Health and Wellbeing Passport
Avon and Somerset Police employees have access to a Health and Wellbeing Passport. The passport is a voluntary tool to make it easier to have a conversation with your line manager, trainers, or other colleagues about personal circumstances and workplace adjustments.
It can help structure conversations with your manager about the support you need. It acts as a record of:
- the barriers you experience
- the adjustments in place
- the support agreed
Sharing and regularly reviewing your passport ensures your adjustments continue to meet your needs. It also helps with continuity if you change roles or managers.
Neurodiversity Wellness Support Plan
In addition to the Health and Wellbeing Passport, Avon and Somerset Police employees have access to a Neurodiversity Wellness Support Plan. The voluntary tailored plan is intended to help prepare for a discussion with line management about how to practically support you in your role and address any health issues.
How to request support
If you are applying for a role with us you will complete your application on our recruitment system. If you would like our Talent Team to contact you to provide guidance and support, you should indicate this on your application when prompted.
You may realise later in the recruitment process that you should have requested an adjustment when submitting your initial application. If this happens, contact the named person in the job advert as soon as possible so that we can support you.
If you are successful and offered a job, you can discuss ongoing adjustments before starting work.
You can also support request through the Government Access to Work scheme during the application process, or when you are in your role.
If you have further questions on reasonable adjustments, you can email our Talent Team.
Virtual tour of an interview set up
TF
We want you to feel as comfortable and prepared as possible, so here is a step-by-step look at how we organise interviews.
This virtual tour reflects our commitment to making interviews as accessible and inclusive as possible. If you have any questions or specific requirements, please contact us in advance, and we’ll ensure everything is in place to support you.
Case studies
Read some stories on how we have supported our staff and officers with reasonable adjustments, reflecting our commitment to helping each individual succeed.
- Kieran’s journey with neurodiversity support
- Nathan’s journey with dyslexia support
- Sophie’s experience navigating recruitment with a physical disability
Common misconceptions about reasonable adjustments
“Adjustments give me an advantage”
Adjustments simply remove barriers so everyone can show their skills.
“It will affect how my application is viewed”
Requests are confidential and do not affect assessment.
“Only major changes count”
Even small adjustments, like rest breaks, can make a big difference.
“Adjustments are a sign of weakness”
Asking for support shows self-awareness and sets you up to succeed.
Our commitment to equality, diversity and inclusion
Read how Avon and Somerset Police are committed to equality, diversity and inclusion through:
- our Outreach Team, who identify and remove barriers that may prevent individuals from under-represented communities from joining
- our National Equality Standard (NES) accreditation and how we are part of the Disability Confident employer scheme
We are a workforce that values and supports one another and are proud to be home to a diverse range of staff support networks and groups. A list of support services and networks, can be found on our why work for us page.
We are proud to be…
Part of the Disability Confident employer scheme – we have been assessed as a Disability Confident Leader, challenging, changing and leading attitudes towards Disability and Neurodiversity, to remove barriers for disabled people in our organisation, to ensure provision of opportunities to fulfil individual potential and realise aspirations.
Fully certified by the National Equality Standard (NES) and to have achieved the NES compliant accreditation for best practice in Equality, Diversity, and Inclusion in the workplace.