Download the file to view its full contents. Supported internships do require time and commitment to set up, so might be most appropriate for a larger employer who could offer several of them at once or in succession, sharing support costs and setting up time. Whether or not an adjustment has to be made depends on how ‘reasonable’ it is – and that’s something that will hinge on the individual circumstances of each case, and the resources of the employer. The guide on good equality practice from the Equality and Human Rights A Disability Confident Employer will be looking to continually improve and to take account of changing advice and guidance. Citizens Advice has signed up to this scheme, as have 37 local offices (as at April 2018). This can lead to a very positive impact on the business and potentially on the bottom line profit. To see a full list of scheme members, you can take a look at our members list. A condition is ‘long-term’ if it lasts, or is likely to last, 12 months. As the population ages and the number of disabled people increase this figure will only increase. For further information and sources of advice and guidance on each of these is outlined below and is also available on the DC website. Around 83% of disabled people acquire their impairment during their working lives. Each must be completed before moving on to the next. Work experience also provides an opportunity for disabled people to demonstrate their abilities and helps build the resilience and behaviours they’ll need to succeed. When it expressed interest, it received a follow-up email stating that, because Choices and Rights was already a Two Ticks employer, the DWP civil servant had “completed the Migration Form on your behalf”. To apply to go on the list you must be a Disability Confident Employer and have completed your self You should regularly consult with staff about their perceptions of issues, barriers or concerns, and report back on action taken to address these. The spending power of disabled people and their families is estimated at £249 billion a year. Appropriate organisations include: Disabled people’s user led organisations (DPULOs) are run by and for disabled people. 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. They must meet the minimum criteria (sometimes shown as “desirable skills”) for a job as defined by the employer. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. The work trial can last for up to 30 days. Your business must also commit to at least 1 action from the list below to be a Disability Confident Employer. Making workplace adjustments (such as changes to working patterns, adaptations to premises or equipment and provision of support packages) will ensure disabled workers are not disadvantaged when applying for and doing their jobs. Accommodating the needs of those customers, clients and service users who might be disabled can help you make sure that your business is accessible to everyone. Often these adjustments will cost nothing or very little. The government recognises the importance of DPULOs and encourages disabled people to use their local organisations. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk. We use this information to make the website work as well as possible and improve government services. Download CSV Don’t include personal or financial information like your National Insurance number or credit card details. There are already almost 5,000 Disability Confident organisations across the UK, and CIPD research suggests that employers will benefit from the new and innovative ideas that disabled employees can bring to the workplace. Being Disability Confident is a unique opportunity to lead the way in your community, and you might just discover someone your business cannot do without. This figure is often referred to as the Purple Pound. An employer can take steps to help or encourage certain groups of people with different needs, or who are disadvantaged in some way, to access work or training. Our aim is to help employers, like you, to increase your disability confidence, and create a happy, healthy and productive workforce. The word ‘should’ indicates that we see the actions as the good practice you should be following to be a Disability Confident Employer. Work and pensions secretary Therese Coffey appears to have failed to sign up to her own department’s flagship disability employment scheme, despite employing staff herself in her role as an MP. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. You can change your cookie settings at any time. In certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. There is a template for you to record your evidence against each statement. A straightforward, but sometimes overlooked adjustment is to reallocate tasks that a disabled person may find difficult, such as phone-answering for people with hearing loss. If you require a copy of your DC badge in a different format, email the DC team dwp.disabilityconfident@dwp.gov.uk. 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. You may wish your suppliers and partners to reflect the values your organisation displays, and you may also conclude that your suppliers and partners can also be more effective if they too are tapping into the talents that disabled people can bring. The ‘how’ are examples of what you could be doing to be a Disability Confident Employer. The Disability Confident campaign is about making disability confidence your business. 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 … 1.37MB. As a Disability Confident Employer your business should be: More information on providing an inclusive and accessible recruitment process is available from: The aim of this commitment is to encourage positive action, encouraging disabled people to apply for jobs and provide an opportunity to demonstrate their skills, talent and abilities at the interview stage. Download the file to view its full contents. Choices and Rights Disability Coalition was contacted by DWP this summer to ask if it was interested in signing-up to Disability Confident. 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. 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. Don’t worry we won’t send you spam or share your email address with anyone. This will help you if you want to become a Disability Confident Leader and have your self-assessment validated. This should not be treated as a tick box exercise, the bullet points in each item should be seen as prompts to the type of real actions you should be undertaking, according to the size of your business. Remploy has more than 70 years’ experience of supporting disability and health conditions in the workplace, and are committed to sharing our expertise through a range of workshops and webinars. Disability Confident and the CIPD are enormously grateful for their advice and feedback. An inclusive environment works better for everybody, whether disabled or not. Positive Action is lawful under the Equality Act. Enter your evidence for each activity you’ve chosen in the self-assessment template. An employer can get: These are for new or current employees. Many employers are recognising the talents disabled people bring. We’ll also send information about becoming a Disability Confident Leader. Regularly reviewing your self-assessment will help with this process. We’ll send you a link to a feedback form. In its first 12 months the scheme has come a long way. Ticked Off – Going through the Motions of Replacing Two Ticks (wheresthebenefit.blogspot.com) , November 2016. 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. Download the file to view its full contents. The guide clearly outlines the If a member of your staff acquires a disability while in your employment it will be much better for your business if you can provide the support they need to stay in work and continue applying their skills, experience and energy rather than having to start all over again with someone else. A good business will reflect their consumer base in their workforce. This preview only shows the first 1,000 rows and 50 columns. Your business may have developed other innovative and effective approaches beyond what we’ve set out here. There may be some conditions, such as mental health, which some staff may be particularly sensitive about sharing, and you should think particularly of ways in which you can make them feel comfortable to reveal this. 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. If so, we would like to hear what you’re doing. Andrew Williams Complete Bathroom Service, Andy Lewis MBE - Bespoke Mentoring Limited. Figures secured last year by DNS through a freedom of information request showed that the 13,600 employers that had signed up to the scheme by 13 September 2019 had pledged to provide just 8,763 paid jobs for disabled people between them, an average of just 0.64 jobs per employer. If appropriate, we could include details and case studies in future versions of this scheme, to help other employers. A full list organisations who have signed up is available on the GOV.UK website. It’s about creating positive messages in company literature, statements and plans, and challenging any negative images or prejudicial statements. Commission explores 3 areas to help with this action: The Fit for Work – Employer Occupational Health Advice Line offers free, expert and impartial advice to anyone looking for help with issues around health and work. November 2017 will mark the first anniversary of the Government’s Disability Confident scheme. Throughout this pack the word ‘must’ indicates that it’s a legal requirement. The Stevenson/Farmer Review: Thriving at Work is a good source of advice for businesses of all sizes to help you develop your company’s approach to raising mental health awareness, and creating the right support to enable people to fulfil their potential at work. You do not need to send us your self-assessment. This publication is available at https://www.gov.uk/government/publications/disability-confident-guidance-for-levels-1-2-and-3/level-2-disability-confident-employer. What is seen as reasonable for a large multi-national company might not be seen as reasonable for a very small employer. We couldn’t agree with Employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. Apprentices must be paid at least the minimum apprenticeship wage. If a mental health condition means they’re disabled, they can get support at work from their employer. It can be informal or by agreement with Jobcentre Plus. You’ve accepted all cookies. (S.T.U.B.S) Striving Towards Understanding Barriers, 2020 Digital Recruitment Solutions Limited, AAPC Lounge Services UK Ltd T/A Accor Hotels, Abertawe Bro Morgannwg University Health Board, Absolute Interpreting and Translations Limited, Academy of Sports and Education (Burgess Hill), Academy of Sports and Education (Guildford), Acumen Community Enterprise Development Trust, Adam Holloway MP Gravesham Conservative Association, Addaction South Ayrshire Recovery Service, Adka Independence Limited (East Yorkshire), Advatech Healthcare Europe Limited - Hippo, Aero Electrical (South Yorkshire) Limited, African & Caribbean Mental Health Services, Age UK Bromsgrove, Redditch & Wyre Forest, Age UK Warwickshire- The Claremont Centre, Agriculture and Horticulture Development Board, AJ Mobility Limited (Trading as AJM Healthcare), Alder Hey Children's NHS Foundation Trust. It’s also about meeting the access needs of people with, for example, sensory impairments or learning disabilities. They combine working with studying for a work-based qualification. To help us improve GOV.UK, we’d like to know more about your visit today. The aim of this core action is to encourage positive action. Examples of long-term conditions include: Long-term conditions can affect many parts of a person’s life, from their ability to work and have relationships, to their housing needs and educational attainment. That’s for your records only. Positive Action is lawful under the Equality Act. It will take only 2 minutes to fill in. By offering an interview to an applicant who declares they have a disability this does not mean that all disabled people are entitled to an interview. A paid internship is a period of paid work experience between 1 and 4 months, aimed at college or university students and usually taking place during the summer. Support any existing employee who acquires a disability or long-term health condition to stay in work Retaining an employee who has become disabled means keeping their valuable skills and experience and saves on the cost of Trusts are encouraged to acquire the new Disability Confident standard as soon as possible as in readiness for the forthcoming Workforce Disability Equality Standard. Email your examples to dwp.disabilityconfident@dwp.gov.uk. Disability Confident employer scheme and guidance (gov.uk), and Disability Confident guidance for levels 1, 2 and 3 (gov.uk). For example, loss of productivity up to and after the employee leaves, administration costs associated with them leaving (returning working items, exit interviews, closure of IT accounts, removal from pay system), producing job adverts, advertising vacancies, interviewing candidates and planning for and providing the necessary induction and training to get them started and doing the job. Work and pensions secretary Iain Duncan Smith has been accused of lying to his own party conference about the success of his campaign to encourage employers to be more “disability confident”. Submit your Disability Confident self assessment Fill in this form to confirm you have completed your self-assessment as a Disability Confident employer. 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 was initially launched in July 2013 by the then minister for disabled people, Esther McVey, and met with enthusiasm by many disabled people and employers. Don’t worry we won’t send you spam or share your email address with anyone. Many adjustments are straightforward and easy to carry out – particularly if there’s been a little lateral thinking about how an accommodation can be reached. Andrew Ward Associates - Employment Agency Limited. You may wish to consider setting clear performance indicators about disabled employment in contracts or frameworks for your supply chain and partners. We use cookies to collect information about how you use GOV.UK. If you cannot find it please email disabilityconfident.scheme@dwp.gov.uk. Some work experience positions offer people the chance to try particular tasks. Being Disability Confident will produce benefit for your business or organisation, for its shareholders or the communities it serves, and for A Disability Confident Employer will encourage disabled people to apply for all of their traineeship vacancies and support them when they do. A Disability Confident Employer will encourage disabled people to apply for all of their work trial opportunities and support them when they do. It will take only 2 minutes to fill in. 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. 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. Accreditation for a Disability Confident Employer lasts for 3 years. Give managers and people involved in human resources, this can include any recruitment agencies acting on behalf of the organisation, specific and continuing training to make sure the organisation is following current best practice in supporting disabled people. Jobcentre Plus has a range of recruitment services that can help an employer seeking to recruit staff. Alert Drivers Training and Development Ltd. Alexander Mann Solutions Ltd (Bishopsgate), All Creatures Great and Small Ventures Ltd, Allsports Construction & Maintenance Limited, Al-Yas DIY Heating & Plumbing Merchants Limited. In turn, this helps to attract applications from disabled people for vacancies or other opportunities you’re offering. The Disability Confident scheme has 3 levels that have been designed to support employers on the Disability Confident journey. Other employees will need a general understanding of how attitudes, behaviours and environment can affect disabled people. It … 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. 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. Employers based in England may be able to get a grant or funding to employ an apprentice. We use this information to make the website work as well as possible and improve government services. This will be particularly important for staff taking on line management responsibilities. Don’t include personal or financial information like your National Insurance number or credit card details. A supported internship is aimed at disabled people still in education who are seeking work experience and knowledge about a business discipline but whose disability is such that they need special support, often including a support worker or work coach to help them in the workplace. Read more information on employing an apprentice. 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. All content is available under the Open Government Licence v3.0, except where otherwise stated. Guidance is available for employers about their responsibilities under the Equality Act 2010. It is voluntary and has been developed by employers and representatives of disabled people. This is defined under the Equality Act 2010. The self-assessment is grouped into 2 themes: For each of the 2 themes, you’ll need to agree to take all the actions set out in the core actions list and at least 1 from the activity list. Disability Confident has been heavily-criticised since its introduction in 2013. In these circumstances the employer, could select the disabled candidates who best meet the minimum criteria for the job rather than all of those that meet the minimum criteria, as they would do for non-disabled applicants. Dc website to offer advice and guidance future versions of this core action to! And advice and contribute to the next appropriate, we could include details case. 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