Create Account

Forename

Surname

Email

Username

Password

Confirm Password

Please tick this box to confirm that you're happy for us to store your relevant personal data in our online recruitment system. If you don't do this, we can't process your application.

Location/Division: Cogent (Leamington)

Diversity Statement

Recruitment and selection We aim to ensure that no job applicant suffers discrimination because of any of the protected characteristics above. Our recruitment procedures are reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities. Job selection criteria are regularly reviewed to ensure that they are relevant to the job and are not disproportionate. Job advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. They should include an appropriate short policy statement on equal opportunities and a copy of this policy shall be sent on request to those who enquire about vacancies. We take steps to ensure that our vacancies are advertised to a diverse labour market and, where relevant, to particular groups that have been identified as disadvantaged or underrepresented in our organisation. Where appropriate, use may be made of lawful exemptions which should be set out in the advertisement. Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with HR approval. For example: Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments). Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment. Positive action to recruit disabled persons. Equal opportunities monitoring (which will not form part of the decision-making process). Applicants should not be asked about past or current pregnancy or future intentions related to pregnancy. Applicants should not be asked about matters concerning age, race, religion or belief, sexual orientation, or gender reassignment without the approval of HR (who should first consider whether such matters are relevant and may lawfully be taken into account). We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective staff, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from HR or the UK Border Agency.