Last Updated: 22 March 2024
The Ehlers-Danlos Society
Hiring Policy
The Ehlers-Danlos Society (hereby referred to as The Society) is an equal opportunities employer. Employment decisions are based on merit, economic feasibility, and business needs. We embrace and encourage our employees’ differences in race, nationality, ethnicity, gender, marital or civil partner status, caring responsibilities, disability, gender identity, age, social class, sexual orientation, or religion/belief.
The Society operates a blind recruitment approach, this means an administrator not involved in the recruiting process removes all identifying information, such as, name, age, location, years of experience, and school/university names from applications received. This ensures our hiring decisions are objective and only consider a candidates skills, experience, and suitability for a role.
The Society complies with all relevant laws including but not limited to the following laws:
USA
- Civil Rights Act 1991
- Americans with Disabilities Act 1990
- Age Discrimination in Employment Act 1967
- Equal Pay Act 1963
- Fair Labor Standards Act
- Rehabilitation Act 1973
- Genetic Information Nondiscrimination Act 2008
UK
- Equality Act 2010
- Equal Pay Act 1970
- Rehabilitation of Offenders Act 1974
- Sex Discrimination Act 1975
- Race Relations Amendment Act Feb 2000
- Asylum & Immigration Act 2004
- Human Rights Act Nov 1998
The Society will also consider requests for reasonable accommodation wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job, and provided that any accommodations made do not impose an undue hardship on The Society. We ask that you provide all requests for reasonable accommodation in writing to the HR & Operations Coordinator and include both your rationale and medical support for the requested accommodation.
When working with The Society, accommodations can be pursued by contacting our HR & Operations Coordinator, who will work with you to evaluate and access reasonable accommodations.
This policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, termination, compensation, benefits, and all other conditions and privileges of employment in accordance with applicable laws and regulations.
The Chief Executive Officer is primarily responsible for seeing that The Society’s equal employment opportunity policies are implemented. Concerns, if any, should be addressed to the Chief Executive Officer, in writing. All members of staff share in the responsibility for assuring that by their personal actions, they do not violate these policies. Any employees, including line managers, involved in discriminatory/harassing practices will be subject to appropriate disciplinary action, up to and including termination of employment.
Hiring Process
Stage 1: Application Submission
- Candidates will begin by submitting their CV and cover letter to The Society’s application form. This stage will serve as the initial introduction of candidates to our organization.
Stage 2: Pre-Screening Questionnaire & Video Submission
- Shortlisted candidates from Stage 1 will be invited to complete a pre-screening questionnaire, where responses must be submitted by video response.
Stage 3: Role-Specific Assessment / Psychometric Testing
- Candidates who successfully pass the pre-screening stage will be provided with a role-specific assessment, which will be identified for each vacancy in order for candidates to demonstrate a specific technical ability required for the role, candidates may additionally undergo psychometric testing.
Stage 4: First Stage Interview – Line Manager
- The first interview will be conducted by the respective line manager responsible for the vacancy. This stage will focus on assessing the candidate’s technical skills and job-related competencies.
Stage 5: Final Stage Interview – Wider Team Panel
- In the final stage, candidates will meet with an extended interviewing panel, representing other departments and functions within The Society. Assessments/tests will be discussed during this stage.
Stage 6: Job Offer
- After a successful interview process, selected candidates will receive a formal job offer outlining the terms and conditions of their employment.
Stage 7: Reference & Background Checks
- Before finalising their hiring decision, we will conduct thorough reference and DBS/police checks to ensure that the candidates’ history and qualifications align with their provided information.
We ask every successful candidate to give their consent for us to obtain two written references, consent to a DBS/police check, and to provide us with documentary proof of qualifications. Any offer of employment will be conditional on these requirements being satisfactory.
Policy Review and Amendments
This policy will be reviewed annually, by the end of the first quarter (Q1), to ensure that it continues to meet the needs of The Society and its community.
How to Contact Us
If you have any questions about The Society’s Hiring Policy, please do not hesitate to contact us.
Email us at: [email protected]
Call us: +1 410-670-7577 or +44 203 887 6132
Or write to us at: The Ehlers-Danlos Society Headquarters, 447 Broadway, 2nd FL #670, New York, NY, 10013, USA. or The Ehlers-Danlos Society Europe Office, Office 7, 35-37 Ludgate Hill, London, EC4M 7JN, United Kingdom
