Don’t include personal or financial information like your National Insurance number or credit card details. We couldn’t agree with Managers and supervisors will need to understand how to support their disabled staff. This can help ensure the opportunities are seen by disabled people and that they can be confident that they’ll be supported if they apply for them. If you reach the end of the 3-year period without progressing, you’ll be able to complete a new self-assessment and renew your accreditation. This can lead to a very positive impact on the business and potentially on the bottom line profit. For example, staff carrying out recruitment will need to be fully aware of the steps to make a recruitment process fully accessible. This includes contract workers, trainees, apprentices and business partners. Employers that look at disabled people in terms of having valuable skills (employing people who think differently) and qualities that their organisations need, and focus on accessing diverse talent as a core business activity could get that competitive edge that’s key in business. Employing disabled people is not an act of charity, it’s a reflection of a business that strives to be inclusive of everyone, wants to tap into skills and experience wherever they’re found and supports everyone to give their best, ultimately benefitting the business. As a Disability Confident Employer, we’ll include your business name, town and DC status in a list of all businesses signed-up to the scheme on our DC site. Disability Confident and the CIPD are enormously grateful for their advice and feedback. Andrew Williams Complete Bathroom Service, Andy Lewis MBE - Bespoke Mentoring Limited. We’ll send you a link to a feedback form. Ensuring that new staff and people moving posts receive the appropriate level of disability equality training, ensuring that they can identify and support colleagues and team members with disabilities and support needs. Email your examples to A condition is ‘long-term’ if it lasts, or is likely to last, 12 months. A mental health condition is considered a disability if it has a long-term effect on your normal day-to-day activity. All content is available under the Open Government Licence v3.0, except where otherwise stated, Disability Confident: guidance for levels 1, 2 and 3, Theme 1 – getting the right people for your business: core actions, Theme 1 – getting the right people for your business: activity, Theme 2 – keeping and developing your people: core actions, Theme 2 – keeping and developing your people: activity,, there is further information and guidance available, Disability Confident and CIPD: guide for line managers on employing people with a disability or health condition, Disability Rights UK - Permitted work factsheet, Equality Act 2010 to make ‘reasonable adjustments’, adjustments are straightforward and easy to carry out, all employees have sufficient disability equality awareness, Managers and supervisors will need to understand how to support their disabled staff, Minimum wage: work experience and internships, Not just making tea: a guide to work experience, offer several of them at once or in succession, Disabled people’s user led organisations (, access needs of people with, for example, sensory impairments or learning disabilities, CIPD and MIND Supporting mental health at work, Musculoskeletal health in the work place tool kit, Business in the Community Mental Health Toolkit for employers, fully included in team meetings and informal communications and that any special communication support they need is available, Fit for Work – Employer Occupational Health Advice Line, national and local helplines and support groups, Guidance is available for employers about their responsibilities under the Equality Act 2010, guidance on conditions that are not covered by the disability definition, Coronavirus (COVID-19): guidance and support, Check how the new Brexit rules affect you, Transparency and freedom of information releases, Disability Confident Committed employer (level 1), confirming that you’ve done so and informing us of the actions you’re agreeing to undertake on our website, Theme 1 – getting the right people for your business, Theme 2 – keeping and developing your people, make a commitment to recruit and retain disabled people and ensure this is reflected in job adverts, at all levels, Ensure other opportunities that might lead to employment, such as apprenticeships or internships, are available to disabled people, run, support or participate in local disability jobs fairs or targeted recruitment campaigns – contact your local Jobcentre Plus to see if there are any being organised near you, develop links with Jobcentre Plus and access government resources, for example the, work with and place job adverts in the disability press or on disability websites such as, identify and address any barriers that may prevent or deter disabled people from applying for jobs, including where you advertise, the words you use and how people can apply, make sure online or offline processes are fully accessible – for example, provide a named contact, telephone number and email for applicants to request support or ask questions, get your recruitment process tested by disabled people, and if there is a barrier either remove it or provide an alternative way to apply, provide a short but accurate job description that clearly sets out what the jobholder will be required to achieve, accepting there are different ways to achieve the same objective, make sure all documentation is available in, accept job applications in a variety of formats, make sure people involved in the recruitment process are, plan for, and make reasonable adjustments to, the assessment and interview process – for example, small things such as allowing candidates to complete a written test using a computer can make a big difference, offer extended or working interviews to enable disabled people to demonstrate their potential, make sure people involved in the interviewing process understand the, study for a work-based qualification during their working week, such as at a college or training organisation, your local disability rights organisation, identifying and connecting with national local disabled people’s networks and organisations (or both), identifying and connecting with the Work and Health Programme, identifying and connecting with job clubs, building links to specialist schools and colleges, identifying pre-trained and supported talent, for example through supported apprenticeships and internships, providing peer support in areas such as social care, financial services, employment and volunteering, enabling disabled people to have a stronger voice in the local community, encouraging employees to be open and to discuss access and support needs, making sure that employees know that, should they acquire a disability or should an existing disability or health condition worsen, every effort will be made to enable them to continue in their current job or an alternative one, providing support for existing employees who become disabled or experience health problems, for example, through occupational health sessions, offering flexible working patterns and offering home working, providing workplace adjustments as necessary to support staff, including applications to Access to Work for advice and financial support, encouraging disabled staff to be ambitious and seek progression in the workplace, including increasing hours, taking on additional responsibilities, seeking promotion and ensuring that support is available for disabled staff wishing to pursue this progression, monitoring, whether formally or informally, progression rates for disabled staff and ensuring they’re in line with general rates, regularly discussing training and development needs with all staff, including disabled staff and offering appropriate training support as necessary, such as courses in alternative formats, special coaching and accessible training venues, ensuring there are no unforeseen barriers to progression, such as changes to location or travel arrangements that a disabled member of staff could not do, having a clear process for managing absence and making sure all staff know about this process, ensuring that absent staff receive regular contact from their line manager, in appropriate ways and formats, to keep them in touch with work developments and so they know they’re still valued, ensuring that when a disabled staff member has recovered enough to return to work a support plan is in place. As a Disability Confident Employer, we’ll include your business name, town and DC status in a list of all businesses signed-up to the scheme on our DC site. Disabled people are a hugely diverse group of people, with many amazing skills and experience. What is seen as reasonable for a large multi-national company might not be seen as reasonable for a very small employer. These are not exhaustive. Of the national and local helplines and support groups, Access to Work provides a specific mental health support service. ensuring there are opportunities for staff feedback, whether through formal staff surveys and forums or individually, and encouraging staff to participate in them, encouraging the creation of disabled staff networks where appropriate and creating mechanisms for receiving feedback from them, regularly reporting on issues raised and what action has been taken about them, ensuring that line managers encourage staff to speak openly about their views, needs and ambitions in staff reviews, and act appropriately on the points raised, mentoring, where an experienced individual who is willing to share knowledge with someone less experienced, helps guide the mentee’s career through regular meetings and discussions, coaching is more focused on a specific area of work or area and is sometimes used as a short-term approach where the coach seeks to user their own experience to improve the performance of others by giving tuition or instruction, a buddy is generally a nominated colleague who can provide support, guidance and training and promote confidence when a member of staff moves to a new working environment, providing access to support networks can be a good way of helping disabled staff or those with health conditions to develop their skills and build their confidence, some companies also encourage staff to set up their own informal networks, including virtual networks using email and messaging services, it shows leadership to share your best practice with your wider business community, and helps support others on their, being a known exemplar of good practice can help attract disabled talent that you might otherwise have missed, providing specific role models and case studies can help encourage other disabled staff in the organisation or amongst suppliers, networks or the wider community to be more confident and ambitious, are taking all of the core actions to be a Disability Confident Employer, are offering at least 1 activity to get the right people for your business and at least 1 activity to keep and develop your people, a certificate in recognition of your achievement, a Disability Confident Employer badge that you can use in your own business stationary and communications for 3 years, person must have an impairment that’s either physical or mental, impairment must have adverse effects that are substantial, substantial adverse effects must be long-term, generally taken to mean for longer than 12 months. This is defined under the Equality Act 2010. As a Disability Confident employer we commit to: All of the core actions to be a Disability Confident Employer (see the Disability Confident pages on the DWP website for details and the attached document from their website). Being Disability Confident will produce benefit for your business or organisation, for its shareholders or the communities it serves, and for This publication is available at You can change your cookie settings at any time. We will provide a full commentary of your Level 2 self-assessment, identify areas for improvement, and provide a letter of support to the Government to confirm you have met the necessary criteria. If a mental health condition means they’re disabled, they can get support at work from their employer. More work experience guidance is available from: This is a way of trying out a potential employee before offering them a job. Becoming a disability confident organisation means embracing inclusion, writes Disability Employment Australia CEO Lynette May. Updated 4 January 2021 Access is not only about meeting the needs of people with physical impairments. The spending power of disabled people and their families is estimated at £249 billion a year. We use cookies to collect information about how you use GOV.UK. The guide clearly outlines the A condition that impeded participation in high level competitive sport, or that prevented playing a musical instrument to concert level performance but that still allowed normal day to day activities would generally not be seen as a disability under the Equality Act. Disability Confident For information about coronavirus (COVID-19) please visit The Disability Confident scheme supports employers like you … Work experience is usually for a fixed period of time that a person spends with the business, when they can learn about working life and the working environment. 31 July 2015 Added Gloucester City Council case study and Cornish Maid cafe case study and video. If this is agreed with Jobcentre Plus, an employer can offer a work trial if the potential job is for 16 hours or more a week and lasts for at least 13 weeks. When your business has undertaken your self-assessment and evidence template, you’ll need to complete this form to confirm that you: You’ll need your DC reference number (which starts with DCS00) to complete the form. Jobcentre Plus has a range of recruitment services that can help an employer seeking to recruit staff. This valuable experience can be built upon during a placement year as well as in graduate employment. You can find a copy of the DC branding guidelines on the DC site. Someone is disabled under the Equality Act 2010 if they have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ adverse effect on their ability to carry out normal day-to-day activities. All content is available under the Open Government Licence v3.0, except where otherwise stated. We have listed some specific disabilities and health conditions that you may come across. Positive Action is lawful under the Equality Act. If so, we would like to hear what you’re doing. A Disability Confident Employer will encourage disabled people to apply for all of their traineeship vacancies and support them when they do. Coffey (pictured) has been in post since last September and has been an MP since 2010, but a DWP document appears to show that she has still not signed up to Disability Confident, which was … There are 3 levels designed to support you on your DC journey: You must complete each level before moving on to the next. Disability Confident: list of employers that have signed up Updated 4 January 2021 Download CSV 1.37MB This preview only shows the first 1,000 rows and 50 columns. The scheme is voluntary and access to the guidance, self-assessments and resources is completely free. Traineeships are designed to help young people who want to get an apprenticeship or job but do not yet have appropriate skills or experience. To see a full list of scheme members, you can take a look at our members list. Guiding staff to information on mental health conditions and well-being in the workplace can help them identify the symptoms to know how to support their team members and colleagues. 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