Ms Aoife Lyons:

I will take the question on reasonable accommodation. We ask candidates to indicate when they are applying if they have any reasonable accommodations and we explain why we ask that question. We ask that question because it allows us to help the candidates get through the processes as fairly as possible and make sure they perform to the best of their abilities. We are also very clear that the information is for my team, which will use it and then decide what to do. It may be the case that there can be extra time, a scribe, a reader, etc., at the assessment stage We have those accommodations. If the candidates get an interview, we will then ask for their permission to share the information with the board. Some say they do not want to share anything with the board. Others say, “Yes, please do”. We will already have provided training to our board members on assessing candidates with a disability and we could, for example, have closed captioning on the interviews if it is online. We can have extra time. We give instructions about the clarity of questions and we tell them not to give hypothetical questions, which can be hard to understand. We offer a suite of assessments to candidates. Our data shows us that it is working and the candidates are getting through. There is a stage at the end of the process where the candidates are assigned to a particular Department. In that case, we get the candidates' consent and engage with them about what they need to perform to the best of their abilities in the role. It is very clear-cut; we look for one set of information for one purpose and other sets for another in order that people can have the confidence to share that information with us. I may be making this sound perfect. It is not perfect.