����ֱ��

Policy principles

Reasonable adjustments can be made to assessments, courses and events to meet the needs of individuals who have a disability or impairment that has substantial and long-term adverse effect on that person, as defined by the Equality Act 2010.

We acknowledge that requests for reasonable adjustments may vary, or be unique, and as such separate to some of the more established adjustments listed below. It is possible that an adjustment may not be determined as reasonable if it has any impact on any aspects related to the integrity of an assessment or is not feasible or affordable for RCPCH.

All reasonable adjustment enquiries about an education and training activity are guided by these principles:

•&�Բ�����;&�Բ�����;  Respect and confidentiality: All conversations are handled sensitively and confidentially
•&�Բ�����;&�Բ�����;  Flexibility: We are open-minded and creative in finding solutions
•&�Բ�����;&�Բ�����;  Empowerment: You are the expert in your own experience, and your voice is central
•&�Բ�����;&�Բ�����;  Timeliness: We aim to respond promptly and avoid unnecessary delays 
•&�Բ�����;&�Բ�����;  Fairness: Adjustments are about levelling the playing field, not providing advantage 

Definitions: What is a disability? What is a reasonable adjustment?

A disabled person is defined under the Equality Act 2010 as someone with a “physical or mental impairment which has substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.” 

The College’s duty to make reasonable adjustments is outlined in the Equality Act 2010. The duty is to take reasonable steps in order to remove unnecessary barriers that all individuals with disabilities, impairments and long-term health conditions may face in the lead up to or during an education and training activity.  

The Equality Act covers everyone in Britain and protects people from discrimination, harassment and victimisation. Further information can be found at the website of the  and at the website. “Britain” in the above context, means England, Wales and Scotland.

Under the Act, there are nine protected characteristics: 

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion or belief
• sex 
• sexual orientation.

The Equality Act 2010 does not extend to Northern Ireland which retains different pieces of legislation, such as the Sex Discrimination Order 1976, Disability Discrimination Act 1995, Race Relations Order 1997, fair Employment and Treatment Order 1998, Employment Equality (Sexual Orientation) Regulations 2003 and Employment (Age) Regulations 2006 (see ).

College meetings run by the Education & Training Division

Examples of reasonable adjustments to College meetings may include:

• closed captions (when events are conducted online)
• private areas (when events are conducted face-to-face)
• moving the meeting to a more suitable room if one is available (face-to-face).

If you have a reasonable adjustment request for a College meeting, please put this in an email to your College contact/meeting administrator no later than four weeks before the meeting date. This allows us time to plan and implement any changes which might be necessary/feasible. Later notification may mean we are unable to accommodate the reasonable adjustments as there is insufficient time to implement any changes.

Courses run by the Education & Professional Development team

Examples of reasonable adjustments to courses may include:

• scribes/readers 
• private areas (when events are conducted face-to-face)
• transcript /translation
• good lighting during lectures
• elimination of background noise
• presenter using a microphone for all courses.

If you have a reasonable adjustment request for a course, please email education.provision@rcpch.ac.uk no later than four weeks before the course date. This allows us time to plan and implement any changes which might be necessary/feasible. Later notification may mean we are unable to accommodate the reasonable adjustments as there is insufficient time to implement any changes.

START and events run by the Training Services team

Adjustments will not entail the lowering of standards of assessments.

Examples of reasonable adjustments to assessments may include:

• scribes/readers 
• additional reading time.

If you have a reasonable adjustment request for START (Specialty Trainee Assessment of Readiness for Tenure) or an event run by the Training Services team, please put this in writing to training.services@rcpch.ac.uk with appropriate supporting medical evidence at the point of application for START and at least 4 weeks before for an event. Later notification may mean we are unable to accommodate the reasonable adjustments as there is insufficient time to implement any changes.

Examinations

All candidates for the membership (MRCPCH) or Diploma of Child Health exams are entitled to request a reasonable adjustment to their exam. Our Examinations team will consider all requests providing that the appropriate supporting evidence is submitted. As a candidate, it is your responsibility to ensure that we are informed of any requirement for adjustment/s and have been provided with evidence at the earliest opportunity and no later than 7 weeks prior to the examination date. 

You can download our full 'Reasonable adjustments policy for RCPCH examinations' on our exams regulations and rules page

Sub-specialty recruitment

Before progressing to subspecialty training, trainees may apply to train in a sub-specialty. Applicants are entitled to request a reasonable adjustment in an interview.

Examples of reasonable adjustments may include: 

• good lighting
• elimination of background noise.

If you have a reasonable adjustment request for an interview, please complete the form below once you have been shortlisted for interview and send to the team no later than four weeks before the interview.

You can download our 'reasonable adjustments request' form on our recruitment into sub-specialty page.

At your workplace

Our reasonable adjustments at work - good practice page aims to help members, including trainees, identify supporting options in their employing organisation.