Application form information – UAL Careers

Application form information

Equality, Diversity and Inclusion monitoring information

UAL values the diversity of all UAL staff and the many ways a diverse workforce enriches the institution for staff, students and visitors alike. UAL aims to provide an inclusive environment where people can be themselves and reach their full potential.

We are committed to understanding, respecting and representing as broad a range of backgrounds as we have in UK society. We recognise that diverse perspectives and experiences are critical to creative arts.

In order to assist us in monitoring the effectiveness of our diversity and inclusion practices, we request that all applicants supply the monitoring information outlined in the ‘Equality, Diversity and Inclusion monitoring information’ section in the application form.

Provision of this information is completely voluntary and if you do not wish to provide this information, you can select the “Prefer not to say” option.

This section of the application form will be detached from your application and will not be used as part of the selection process. Access is restricted and is not available to anyone involved in the selection process.

Equality Act 2010

The Equality Act 2010 protects people against discrimination on the grounds of age, disability, gender reassignment (gender identity / trans status), marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Reasonable adjustments

We are committed to ensuring our recruitment procedures and practices are accessible. We will make reasonable adjustments for disabled applicants as required upon request. Please let us know if you have any specific requirements. Please note, this information will not be part of the selection process and will only be available to those involved in arranging the interview. 

Access arrangements might include (among others):

  • requesting information in an alternative format
  • arranging a sign language interpreter or other communication support for the interview
  • ensuring interview rooms are accessible (e.g. space, lighting, seating, sound proofing)
  • providing computer equipment with assistive software should you be required to undertake a computer-based assessment

Disability Confident Scheme

Under the Equality Act 2010, you are disabled if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.

We are signed up to the Government’s Disability Confident Scheme accreditation framework. Under this framework is an ‘Offer an Interview’ commitment. The aim of this commitment is to encourage positive action, encouraging disabled people to apply for jobs and provide an opportunity to demonstrate their skills and aptitude.  

It is designed to encourage applications by offering an interview to applicants who declare they have a disability and meet the minimum (essential) criteria for the job as defined in the person specification.  However, it is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people that meet the minimum criteria for the job.

For example, in certain recruitment situations such as high number of applications, seasonal and high-peak times, we may need to limit the overall numbers of interviews offered to both disabled people and non-disabled people.  In these circumstances, we will select the disabled candidates who best meet the minimum criteria for the job rather than all of those that meet the minimum criteria, as we would do for non-disabled applicants. 

Rehabilitation of Offenders Act 1974

The University is entitled to ask you to declare all convictions because of the nature of this employment.

If appointed you will be required to sign a declaration before commencing work and, depending on which role you will be employed in, you may be required to apply for a Disclosure and Barring Service (DBS) Enhanced Disclosure.

Having a criminal record will not necessarily prevent you from being employed by UAL. This will depend on the circumstances and background to your offence(s). 

Find out more

Models by Jaz Martell | Photographer: Alys Tomlinson
Candy floss at Staff Summer Party, Chelsea College of Arts | Copyright: University of the Arts London
UAL Treasure Hunt | Photographer: Jieying Shao