Stephenson Harwood is committed to ensuring that candidates with disabilities, neurodivergences, and long-term conditions are fully supported throughout the recruitment process.
As a member of the UK Government's Disability Confident Scheme, we will offer an interview to disabled applicants for our training contract, placement scheme and solicitor apprenticeship schemes who meet the essential selection criteria for our roles.
What is the Disability Confident Scheme?
The Disability Confident scheme is a UK Government programme to encourage employers to recruit disabled people. It is a commitment made by employers to offer an interview to all disabled applicants who meet the essential criteria for a role, as defined by the employer.
It does not automatically mean that interviewed applicants will successfully gain a training contract or apprenticeship at the firm but will be interviewed if their application meets the essential selection criteria for the role.
What are the essential selection criteria at Stephenson Harwood?
In our application form, we look for several essential criteria:
- Evidence of academic capability to be able to deal with the rigour that a career in law entails. For Stephenson Harwood, this is defined as achieving a minimum of ABB at A Level or equivalent and a 2:1 at university if applying for our training contract roles. We will take mitigating and extenuating circumstances into account on a case-by-case basis when reviewing applications.
- Evidence of the ability to work well as part of a team, collaborating to overcome challenges and obstacles together.
- A well-researched, tailored application demonstrating a commitment and interest into both commercial law and Stephenson Harwood. This could be exemplified through work experience, open days, insight events or independent research.
- Strong communication skills, both written and verbal and the ability to adapt communication styles and approach, depending on the audience.
- An interest and enthusiasm for commercial awareness and keeping up to date with current affairs.
At Stephenson Harwood we use Generative AI to support some of our work. However, we always use the technology with a ‘human in the loop’, meaning we carefully review and tailor the output. GenAI may provide some ideas or a starting point, but the final product is very different from the original GenAI output.
We recognise that GenAI can be used to help you draft your application forms and conduct research into the firm. However, we want answers that are personal, genuine, and include real examples from your own experience. Answers which have been generated by AI and have had minimal tailoring are easy to identify and are extremely unlikely to result in a successful application. Please be assured that we do not use any AI tools to screen or select candidates. Every application is reviewed by members of the Future Talent team.
Due to the volume of applications that we receive, we may limit the overall numbers of interviews offered to both disabled and non-disabled candidates. In these circumstances, we would select those individuals who have opted into the scheme that best meet the essential criteria for the job rather than all of those that meet the essential criteria, as we would do for those applicants who have not opted into the scheme.
How do I opt in?
To opt into the scheme, you will need to answer 'Yes' to the question in our application form which asks: "As a member of the UK government's Disability Confident Scheme, we will offer an interview to applicants who meet the criteria of the scheme, and who best meet the essential selection criteria for our roles. Do you have a disability and wish to opt into the scheme?"
If you are successful in best meeting our essential selection criteria for the role, and progress to the interview stage of our recruitment process, a member of the future talent team will contact you to ensure you have all the adjustments you need to do your best work during the recruitment process.
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Two of our trainees, Adam and Yemi, opted into the scheme and received adjustments as part of their recruitment process. Read what they have to say about the process, and their experiences, below.
Can you provide a brief background about yourself and your disability?
Yemi: I studied my undergraduate law degree at the University of Kent and an LLM in International Business Law at the London School of Economics. I am also a qualified lawyer in Nigeria. After gaining some legal experience in Nigeria and the UK, I decided to pursue a long-term career as a commercial lawyer in London.
I was diagnosed with Myalgic Encephalomyelitis (ME) last year. It’s a long-term condition that makes one prone to physical exhaustion, lethargy, and muscle pains (amongst other symptoms). Since my diagnosis, I have been able to cope well with the condition through a mix of lifestyle adjustments (i.e., a change in diet), medication, energy management and cognitive behavioural therapy (CBT). I have learnt to utilise my productive hours efficiently, take advantage of down time and take breaks as frequently as possible to ensure that I stay refreshed. I also have an awareness of my stressors, which has meant that I am able to better manage my time and schedule.
Adam: After graduating from university without securing a training contract, I decided to explore other career options and worked in the insurance industry for four years. After two and half years in insurance, I was confident that I still wanted to become a solicitor and secured a place on Stephenson Harwood's Spring placement scheme. I am dyslexic but wasn't diagnosed until the end of my first year of university. When I found out I was dyslexic, it felt like curtains had finally been opened!
How did you hear about the Disability Confident Scheme with Stephenson Harwood?
Yemi: I first heard about the Disability Confident Scheme whilst applying for a training contract with the firm. The initial application form contained some information about the scheme, which caught my attention. I found that it was well tailored to disabled applicants, as it went beyond a generic statement about disability and reasonable adjustments. I then did some more research on the scheme and decided to opt in.
Did you ask for adjustments as part of your recruitment process? If so, what were they?
Yemi: Although I disclosed my disability at application stage, it had not occurred to me to ask for any adjustments. Prior to my assessment centre, the future talent team reached out to me asking if I would like any adjustments to the process. This, to me, showed a genuine commitment to fostering an inclusive recruitment process. As that was my first time discussing my disability as part of the recruitment process, I wasn’t initially sure what adjustments to ask for. However, I liaised with the future team to reach a suitable solution.
Adam: I asked for 25% extra time during timed assessments. My dyslexia means that I have a slower working memory than others, so it takes me longer to read than my peers.
How were your adjustments implemented during the recruitment process?
Yemi: The assessment centre required me to do a few different tasks during the day and I was given slightly longer breaks in between these. This meant that I was able to stay calm and refreshed throughout the process, without feeling exhausted or overwhelmed. Although a small adjustment, it helped me put my best foot forward during the day.
Adam: When submitting my application, I explained what adjustments I needed, and the future talent team were very accommodating in providing this. During the placement scheme, a member of the future talent team met with me to discuss any adjustments I may have needed during the assessment centre process.
Do you have any advice for someone who is unsure about sharing their disability during the recruitment process?
Yemi: To anyone who is unsure about disclosing their disability, my advice would be to remember that disclosure is not aimed at ostracising you. Rather, it helps you get the support you need and ensures that you excel as a disabled candidate. That said, always remember that disclosure is voluntary, and it remains your prerogative: you do not have to disclose your disability, unless you feel comfortable doing so.
Adam: My advice is simple – do it! If I did not disclose my dyslexia, I would not have obtained my training contract. If you are undecided on whether you should disclose your disability, my recommendation would be to email or call the future talent team and explain your disability, and they can explain the recruitment process in more detail to help you decide whether you want to disclose your disability in your application form.
If you have any questions about applying to the firm with a disability, or about the adjustments you can receive as part of the recruitment process, please contact the Future Talent team.