Equality, diversity and inclusion in recruitment – fairness and inclusion for one and all

Please read our information on how we are supporting residents and businesses, as well as information on affected services.


Fairness and inclusion are at the heart of our vision for Cornwall.  We want to make sure our recruitment and selection processes are fair to everyone.  We want a diverse workforce that is inclusive of all backgrounds, cultures and identities.  We want to attract a wider range of diverse applicants to all temporary and permanent opportunities including:

  • Job vacancies
  • Work experience
  • Apprenticeships
  • Graduate and traineeships
  • Agency and volunteers

The Council’s equality and diversity framework sets out the key commitments for our recruitment processes.  We will:

  • advertise jobs openly
  • use non-discriminatory job criteria
  • take positive action to ensure a diverse workforce
  • apply fair selection procedures
  • monitor and review employment practice
  • make reasonable adjustments

The framework is available in an Easy Read format and is available to print off in a handy Z-card version too (printable on any A4 printer)

Some of our current Equality, Diversity and Inclusion activities are:
  • Disability – the Council is a Disability Confident Level 2 employer. This means we will offer an interview to all applicants with a disability and who meet the minimum criteria for a job vacancy.
  • Gender Pay Action plan - the Council publishes and reports our Gender Pay Gap. Work is underway to close the Council’s gender pay gap. 
  • Flexible working opportunities – can be discussed as part of the recruitment stage.
  • Workforce Data – is available as part of our public sector duties and our commitment to achieve a more diverse workforce.
  • Equality, Diversity & Inclusion Training – is available for all staff. This includes: Understanding Perspectives training, Racial Inequality and LGBT+ awareness. As well as Recruitment and Selection training for hiring managers.
  • Anonymous recruitment – we are currently piloting this approach for specific roles in the Council. It can help to remove unconscious biases and judgements about a candidate based on their personal information.
  • Employee network groups – there are 5 social groups available for staff to join to discuss topics that matter to them. These groups are: Lesbian, Gay, Bisexual, Transgender and Questioning Employee Forum; Employee Disability Forum; Women's Forum; BAME Forum; and the Early Careers Network.
  • Internal Skills Bank – provides opportunities for staff to develop new skills by being deployed across the Council, to support other services at peak times.
Reasonable adjustments – what support can I request?
  • Application stage - we are a Disability Confident employer. As part of this scheme, applicants will be asked to declare if they have a disability at the application stage, in order that reasonable adjustments can be made. Also, this allows us to fulfil our commitment to offer an interview to those applicants with a disability who meet the minimum criteria for the role. 

Reasonable adjustments could include the way an application, interview or test takes place. Support can be requested via hrresourcing@cornwall.gov.uk.  We also work with Employability Cornwall.  For more information on the support they provide, go to the Employability Cornwall website or email employability@cornwall.gov.uk .

  • Interview stage - when invited to interview, candidates will be asked if they need any adjustment to support attendance. This could include measures such as ensuring the interview room is accessible for a wheelchair user, allowing a person with dyslexia additional time during a test or allowing a person with autism to be accompanied.
  • Starting employment - for employment into a job vacancy, the first step will be for the employee and the hiring manager to identify which parts of the role the applicant needs help with. Support can be requested via the recruiting manager or hrresourcing@cornwall.gov.uk . Also, we work with Access to Work in relation to making reasonable adjustments.  Go to the Access to Work  website for more examples of the types of adjustments which they fund.
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