Reasonable adjustments are changes or modifications we can make to ensure you are not disadvantaged. We are committed to creating a supportive and inclusive environment and asking for support shows self-awareness and sets you up to succeed.
You may consider requesting 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.
How we can help
If you are applying for a role with us or are already working in the force, some examples of reasonable adjustments that we can offer include:
- display adjustments for viewing tests or documents
- the use of assistive technology
- British Sign Language (BSL) interpreters for interviews or assessments
- physical adjustments
- time adjustments
- support with uniform or equipment
Some reasonable adjustments are more specific to police officers, during their recruitment and training journey and whilst on duty. Examples include adjustments during the fitness test and changes to assessment centre tasks.
Each request is reviewed on a case-by-case basis to balance accessibility, with the operational requirements of policing.
Case studies
Read how reasonable adjustments have helped some of our staff and officers in different ways.
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Kieran’s journey with neurodiversity support
Kieran has ADHD. He found that our initial phone call was open and reassuring.
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Nathan’s journey with dyslexia support
Nathan has dyslexia and he found the interview process went smoothly because of the planned adjustments.
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Sophie’s experience navigating recruitment with a physical disability
Sophie found that the workplace assessment really helped.
Requesting adjustments
When applying for a role
When you apply for a role with us you will complete your application on our recruitment system. If you would like us to contact you to provide guidance and support, you should indicate this on your application when prompted.
Reasonable adjustment requests are confidential and do not affect assessment during your recruitment.
If you have further questions email our Talent Team.
After you have applied
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.
You can also request support through the Government Access to Work scheme at application process, or when you are in your role.
If you are offered an interview
Before your interview, we can also offer an Aspirations course, which includes tailored interview preparation for candidates who may benefit from additional support. This workshop is designed to help you:
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- 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 officers.
Once recruited
If you are successful and offered a job, you can discuss ongoing adjustments before starting work.
Avon and Somerset Police employees have access to the following on-going support once in their role.
Health and Wellbeing Passport
The Health and Wellbeing 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.
This 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.
Staff support services and networks
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.
Our Outreach Team
We have a dedicated team of Outreach workers, whose aim is to assist those from under-represented groups through our Positive Action Programme. This is achieved through a range of activities from application help, interview workshops and support through the recruitment process.
The team’s focus is to identify and remove barriers that may prevent individuals from under-represented communities from joining Avon and Somerset Police. Read more or find out how to contact our Outreach Team.
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.