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.
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
You do not need to tell us if you are neurodivergent or disabled but if you do, we have a legal responsibility to support you.
We know that offering even a small adjustment could make a big difference.
Some examples of reasonable adjustments that we could 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, such as rest breaks
- support with uniform or equipment
Police officers may need specific reasonable adjustments, both during their recruitment and training journey and while on duty. Examples include adjustments during fitness testing 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.
Real-world examples
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.
How you can request adjustments
It is best to indicate to us as soon as possible if you think an adjustment may help.
You can request adjustments at any point.
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 your application is successful
If you indicated on your application form that you would like support and your application is successful, a member of our Talent Team will phone you to chat through reasonable adjustment support and a bespoke plan.
If you have further questions email our Talent Team.
After you have applied
You may realise later in the recruitment process that you require an adjustment but didn’t indicate this 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.
Once recruited
If you are offered a job you can discuss adjustments before starting work.
Avon and Somerset Police employees have access to the following ongoing 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 have a diverse range of staff support networks and groups.
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.