Heriot-Watt University is committed to ensuring that people are treated solely on the basis of their abilities and potential.

Everyone who applies for a position with us is asked to provide equal opportunities information. This is voluntary. We collect this information as part of our policy commitment to promoting fair procedures for recruitment and selection and monitoring our staff population. This information is collected on a confidential basis and is used soley for monitoring purposes. It is not made available to any selector, unless otherwise stated.

Our commitment to encouraging applications from people with disabilities

Heriot-Watt University holds the "two ticks" disability symbol, which shows that, as a holder of the disability symbol, we are committed to encouraging applications from people with disabilities.

As part of this commitment, we operate a guaranteed interview scheme for disabled applicants who meet the minimum criteria for the role. The University is committed to ensuring that candidates with disabilities are able to compete on equal terms with other applicants during the selection process.

As a disability symbol user we make five commitments:

  • We will interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities.
  • We will make every effort when employees become disabled to make sure they stay in employment.
  • We will ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what they can do to make sure they can develop and use their abilities.
  • We will take action to ensure that all employees develop the appropriate level of disability awareness needed to make our commitments work.
  • Each year, we will review the five commitments and what has been achieved, and plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.

Eligibility to work in the UK

The University has a legal responsibility under the Immigration, Asylum and National Act 2006, to ensure that all its employees have the legal right to live and work in the UK. All employees are required to provide proof of their eligibility to work in the UK. If you are a UK, EEA or Swiss national, you have the right to live and work in the UK without any restriction. All other nationals require a visa to work in the UK. Therefore, if you are made an offer of employment, this will be subject to the University verifying that you are eligible to work in the UK before you start working with us.

If you don't already have the legal right to work in the UK, you are still welcome to apply for a job with the University. Any job application you submit to us will be assessed using criteria based on the knowledge, skills and experience required for the relevant post. You will not be treated less favourably than another applicant on the grounds of national origin.

It is important to note that if we are unable to shortlist or interview you, or make or confirm an offer of employment for a particular vacancy, this does not exclude you from applying for other vacancies. The range and suitability of candidates applying for each post will be different according to the specific requirements of each vacancy. So, please do not assume that if we are unable to offer you a particular job at a particular time because of your lack of eligibility at that point, you will never be eligible to work at Heriot-Watt University.

Read further information and guidance about eligibility to work in the UK.

Disclosing criminal convictions and the Rehabilitation of Offenders Act

Heriot-Watt University is committed to ensuring that people are treated solely on the basis of their abilities and potentioal. We will not therefore automatically refuse to employ you if you have a previous criminal conviction, but we will assess the relevance of any offence to the particular post for which you are applying in order to ensure our duty of care to other staff, students and third parties.

Under the Rehabilitation of Offenders Act, if you have a conviction for a criminal offence, after a specified time you may be allowed to treat the conviction as if it never occured (it is "spent"), although some offences can never be considered to be "spent".

However, some of our posts require you to make a full declaration of all convictions, including those spent.

Some of these posts are conditional upon you becoming a Disclosure Scotland Protection of Vulnerable Groups (PVG) Scheme member, because of the lilelihood that you will be working closely with children, young people or protected adults.

For some other posts, because of the nature of these duties to be undertaken, we will carry out a Basic, Standard or Enhanced Disclosure.

Where a Disclosure or PVG check is required, it will be clearly stated on the job posting.

For all other posts, we require you to provide details of any unspent convictions on the equal opportunities section of iRecruit.