We are committed to embracing inclusion and diversity whilst promoting equality of opportunity. Our goal is to ensure that these commitments, reinforced by our values, are embedded in our day-to-day working practices with all our colleagues and partners.
As part of this commitment we are an accredited Disability Confident Committed employer. We have also been awarded silver accreditation for the Gender Diversity Benchmark through Business in the Community, The Prince’s Responsible Business Network. In addition, we are signed up to their Race at Work Charter and implement its five principles. As a further commitment to attracting, retaining and developing a diverse workforce we have signed up to the Axis Pledge.
We are a diversity friendly employer and welcome applications from all sections of the community. In order to help us to monitor the success of our commitment to inclusion, diversity and equality, all applicants are requested to complete the Inclusion and Diversity Monitoring Form contained within the online application package and submit it with their application. This form is used for monitoring purposes only and will not be made available to the selection panel.
We are committed to providing equality of opportunity for all candidates during the selection process, to enable us to appoint staff from a diverse pool of talent. Part of this commitment is that we guarantee an interview to any candidate who has a disability, as defined by the Equality Act 2010, provided that they meet the minimum essential eligibility criteria as set out in the job description and declares their disability in their application. The Equality Act 2010 defines a person as being disabled if they have a physical or mental impairment which has a substantial and long-term effect on their ability to carry out normal day to day activities.
We are committed to supporting any candidates with reasonable adjustments as required throughout the recruitment process, should this be in relation to the application format, interview and onboarding processes. You can request a reasonable adjustment by emailing email@example.com
We also have a range of policies and procedures in place to protect your health and safety. Modern information technology is provided within a safe and comfortable working environment. Workstation assessments are undertaken and trained colleagues are available to offer advice and assistance. We support reasonable adjustments required to enable our staff to perform their jobs effectively. We will reimburse you for the cost of eye tests and can also contribute to the cost of glasses if they are specifically required for Display Screen Equipment. We also offer a range of support to staff in relation to adjustments for physical and mental health conditions and have access to an independent occupational health provider. We also offer an Employee Assistance Programme which provides a wide range of support. From time to time we all encounter significant life events or milestones for which extra help and guidance can make all the difference. These milestones can range from buying a home, to having children, to dealing with bereavement, relationship difficulties, legal or financial concerns. It may be that you would like to improve some aspect of your life or achieve a better work-life balance.
The NSTA is committed to ensuring that we continue to be a Great Place to Work. In support of this commitment, the NSTA has successfully developed, implemented and communicated a holistic wellbeing strategy to promote and support positive wellbeing of all staff.
Our plan focuses on supporting a culture whereby staff and managers are aware of the potential signs and symptoms of poor wellbeing so they can either reach out and offer support or feel comfortable to ask for help. The NSTA has a number of internal policies and procedures in place to support staff wellbeing coupled with a specific wellbeing intranet page and Yammer site signposting staff to a variety external resources covering the full wellbeing spectrum.
NSTA Wellbeing: Looking after ourselves and each other
We have trained 13 colleagues to be mental health first aiders. Our mental health first aiders are a point of contact for any employee who is experiencing a mental health issue or emotional distress.
This interaction could range from having an initial conversation through to supporting them to get any appropriate help. Mental Health First Aiders are valuable in providing early intervention help for someone who may be developing a mental health issue or who may feel in a crisis.
NSTA is committed to being a good modern employer and to offering employees flexible working and family friendly employment policies that support business needs. Whilst flexible working brings clear benefits, it must always be balanced with business requirements.
All full-time new entrants to the NSTA will work a 37 hour week. At the NSTA flexible working is a key element for many, if not all, of our colleagues.
We offer different types of flexible working – examples range from staff working a flexi hours system (this is where you track your hours each day and can get time off in lieu of extra time worked), compressed hours (a more formal arrangement - it allows you to work longer hours within a set period in return for days off, for example working nine longer days in return for the tenth day off in lieu), to home working on regular days (e.g. staff working at home every Tuesday or more).
There is also the ability to work at home as part of Hybrid Working. Job Sharing (subject to what job - two people who split one job). Part Time (Working less than full-time hours, usually by working fewer days). Staggered Hours (The employee has different start, finish and break times from another worker). Phased Retirement (Default retirement age has been phased out and older workers can choose when they want to retire. This means they can reduce their hours and work part time). Whilst flexible working brings clear benefits, it must always be balanced with business requirements.
A hybrid working arrangement is an informal flexible working arrangement which allows employees to split their working time between the workplace and an agreed remote working location, such as their home.
Hybrid working arrangements will differ depending on the nature of an employee’s role, duties and responsibilities and so are discretionary and subject to agreement with their line manager.
The employee’s contract will normally designate a single place of work. This will be the place they normally attend for work when they are not working from home. All employees, regardless of how frequently they work remotely, will be expected to meet the cost of travelling from their home to their workplace. This includes days when they are asked to attend the office outside of their agreed hybrid working pattern.
The NSTA’s policy for hybrid working includes an expectation for staff to spend 40% of their time in the office as a minimum.
As well as just being the right thing to do, it is critical that our industry embraces inclusion if we are to be successful in our transition to net zero. In 2020, the NSTA published its very first annual inclusion report.
The aim of this first report was to set out our approach and commitments to inclusion and diversity as an employer. Our progress against these was reported in our 2021 report and importantly we also set out how inclusion played a big part in our response to the pandemic. Our 2022 Inclusion Report transparently shares the work that the NSTA has been undertaking as an employer, and as the industry regulator
The NSTA is committed to making sure every member of staff in our organisation earns not just the minimum wage but the real Living Wage.
The NSTA is aware that our staff may also need access to resources to help support family members. Below details some of organisations and charities who provide some information and resources to support families on a variety of topics.
The NSTA have an internal Carer Policy to support staff with caring needs plus signposts to a variety of external information and resources.
Our loved ones are living longer with illness or disability, and more and more of us are looking after them. Whether round-the-clock or for a few hours a week, in our own home or for someone at the other end of a motorway – caring can have a huge effect on us, our lives and our plans.
Raising children can be a physical and emotional rollercoaster! And that’s why parents and carers need all the support they can get – not only to help them through the joys and challenges of being a parent, but also to keep their own relationship strong.