The Job Application Process for Candidates With a Disability or Equivalent Status

As an institution under public law, RWTH must fill at least 5 percent of its positions with individuals with a disability or equivalent status, with particular consideration given to women. These obligations lead to specific requirements in the application process for individuals with a disability or an equivalent status. For potential employees, these regulations are particularly relevant regarding whether or not they wish to disclose their disability or chronic illness in their application.

In principle, it is up to the candidate themselves whether they wish to disclose their disability during the application process. There are only a few exceptions that require full disclosure. However, disclosing one’s disability can be advantageous if the applicant has a degree of disability (GdB) of at least 50 or is treated as a person with a disability by the employment agency. The university must invite these applicants to a job interview if they fulfill the professional requirements of the advertised position.

If applicants wish to make use of this regulation, they must state their disability either in their cover letter or their CV. It is sufficient to mention the degree of disability or, if applicable, the equivalent status. Diagnoses do not have to be specified. As proof, either a copy of the person’s disability ID card or the equivalent status notification must be enclosed with the application documents.

The hiring university institution is responsible for disability-related adjustments to the interview, such as an accessible interview room. Applicants with a corresponding need must notify us well before the interview date.

As part of the recruitment process, RWTH institutions must inform the SBV immediately after receiving an application from a person with a disability.

If candidates with a disability or equivalent status participate in the application process, the SBV may inspect all relevant documents. This includes the application documents of the candidate with a disability or equivalent status as well as the documents permitting the other applicant’s professional suitability to be assessed.

The SBV has the right to participate in all interview rounds and decision-making meetings and to make statements on behalf of the person with disabilities or equivalent status unless they expressly object to the SBV’s involvement.

The position is filled with the best qualified candidate in accordance with the selection procedure, with the joint approval of the university institution and the SBV. The hiring university institution must arrange to make the workplace accessible to the person with a disability and involve the Staff With Disabilities Officer or their deputy as soon as they have offered to employ them.