Disabled people should be helped out, not managed out, by their employer, and everyone should feel confident enough to bring your own self to work”. Each must be completed before moving on to the next. Download the file to view its full contents. This is defined under the Equality Act 2010. It’s about creating positive messages in company literature, statements and plans, and challenging any negative images or prejudicial statements. 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. This includes contract workers, trainees, apprentices and business partners. Level 1: Disability Confident committed 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. 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. ‘Normal day-to-day activity’ is defined as something you do regularly in a normal day, such as using a computer, working set times or interacting with people. They combine working with studying for a work-based qualification. 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. We’ll also send information about becoming a Disability Confident Leader. You’ve accepted all cookies. You may well have other examples of what you’re doing and should record these on your evidence template. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Disability Confident Employers are recognised as going the extra mile to make sure disabled people get a fair chance. Use the self-assessment template to record your evidence, further actions or comments for consideration as you go through your self-assessment. Disability equality training explores the concept of people being disabled by society’s barriers and attitudes, highlighting the role society plays in the removal of those barriers and in the changing of attitudes. These are not exhaustive. Disability Confident Level 3 Validation For organisations who have achieved Level 2 (Employer) themselves, Purple can provide a Level 3 validation service. In its first 12 months the scheme has come a long way. The guide is part of the DWP’s Disability Confident scheme, and includes tips for managers on practical matters such as helping colleagues feel comfortable talking about disability in the workplace. The scheme is voluntary and access to the guidance, self-assessments and resources is completely free. 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. That’s for your records only. Other employees will need a general understanding of how attitudes, behaviours and environment can affect disabled people. A Disability Confident Employer will encourage disabled people to apply for all of their work trial opportunities and support them when they do. In turn, this helps to attract applications from disabled people for vacancies or other opportunities you’re offering. Disability Confident and the CIPD are enormously grateful for their advice and feedback. You’ll have already signed up as a Disability Confident Committed employer and the next part of your journey continues with: You’ll find further information and guidance on what to do in the ‘What happens next’ section. Andrew Williams Complete Bathroom Service, Andy Lewis MBE - Bespoke Mentoring Limited. A mental health condition is considered a disability if it has a long-term effect on your normal day-to-day activity. There is a template for you to record your evidence against each statement. 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. Please note this is general advice only and cannot by its nature deal with all circumstances. Disability Confident (DC) is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. 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. 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. This can be done by ensuring all employees have sufficient disability equality awareness, taking into account their role. 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 Disability Confident Employer will encourage disabled people to apply for all of their traineeship vacancies and support them when they do. If you’re wondering how to provide the right level of support in your business, the Stevenson/Farmer Review: Thriving at Work sets out some core standards for businesses of all sizes to help you develop your company’s approach to raise mental health awareness, and creating the right support to enable people to fulfil their potential at work. 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. An employer can get: These are for new or current employees. An occupational health service can provide support for existing employees who develop an impairment/condition or experience health problems. A Disability Confident Employer will encourage disabled people to apply for all of their apprenticeship vacancies and support them when they do. 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 so, we would like to hear what you’re doing. If you’ve not already signed-up as a Disability Confident Committed employer there is further information and guidance available. Disability Confident has been heavily-criticised since its introduction in 2013. The Disability Confident campaign is about making disability confidence your business. 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. The training may include customer care, etiquette and appropriate language for instance. This valuable experience can be built upon during a placement year as well as in graduate employment. Traineeships are designed to help young people who want to get an apprenticeship or job but do not yet have appropriate skills or experience. The guide on good equality practice from the Equality and Human Rights 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. Through Disability Confident, thousands of Some work experience positions offer people the chance to try particular tasks. The ‘how’ are examples of what you could be doing to be a Disability Confident Employer. 31 July 2015 Added Gloucester City Council case study and Cornish Maid cafe case study and video. Trusts are encouraged to acquire the new Disability Confident standard as soon as possible as in readiness for the forthcoming Workforce Disability Equality Standard. 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 … As the population ages and the number of disabled people increase this figure will only increase. 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. This figure is often referred to as the Purple Pound. It will take only 2 minutes to fill in. Typically, the intern will work full time for a certain employer, where they’ll gain experience and basic knowledge about a particular business discipline. Your business must also commit to at least 1 action from the list below to be a Disability Confident Employer. The government recognises the importance of DPULOs and encourages disabled people to use their local organisations. It was developed by employers and disabled people’s representatives to make it rigorous but easily accessible – particularly for smaller businesses. If a mental health condition means they’re disabled, they can get support at work from their employer. 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. Being Disability Confident will produce benefit for your business or organisation, for its shareholders or the communities it serves, and for 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. This might include temporary reductions in hours, changes to work patterns and any necessary reasonable adjustments. Becoming a disability confident organisation means embracing inclusion, writes Disability Employment Australia CEO Lynette May. 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. 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. 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. More work experience guidance is available from: This is a way of trying out a potential employee before offering them a job. Download CSV DPULOs have an important role in: They provide advice on a wide range of topics to all disabled people, whatever their impairment. A full list organisations who have signed up is available on the GOV.UK website. 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. 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. 17.5% of the UK adult population have a disability and having disabled staff can help to understand and meet their needs. To take the next step on your DC journey – moving from being Disability Confident Committed (Level 1) to Disability Confident Employer (Level 2) - you need to carry out a self-assessment, testing your business against a set of statements about employing disabled people. It’s also about meeting the access needs of people with, for example, sensory impairments or learning disabilities. The Disability Confident scheme has 3 levels that have been designed to support employers on the Disability Confident journey. 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. 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. A condition is ‘long-term’ if it lasts, or is likely to last, 12 months. 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. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. 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. November 2017 will mark the first anniversary of the Government’s Disability Confident scheme. 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. Many Disability Confident members are keen to share their experiences and … We couldn’t agree with The Positive about Disability ‘Two Ticks’ scheme became The Disability Confident scheme in November 2016. We’ll send you a link to a feedback form. 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. Don’t include personal or financial information like your National Insurance number or credit card details. 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. There are 3 levels designed to support you on your DC journey: You must complete each level before moving on to the next. 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). 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. You can change your cookie settings at any time. To help us improve GOV.UK, we’d like to know more about your visit today. The costs to business of not holding on to staff can be considerable. For example, an employer ‘must’ make reasonable adjustments for a disabled employee who has indicated that they want them. Submit your Disability Confident self assessment Fill in this form to confirm you have completed your self-assessment as a Disability Confident employer. 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. 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. 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. Read more information on employing an apprentice. The Access to Work scheme may be able to provide assessment and advice and can provide financial assistance if there are extra costs involved. As a Disability Confident Employer, your business should be: This can be achieved by building a culture in your business where your employees feel safe to disclose any disability or long-term health condition, feeling confident they’ll be supported as necessary. 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. 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 committed Disability Confident employer Disability Confident leader Being Disability Confident is an opportunity for the CCG to lead the way in Birmingham and Solihull and we are proud to have achieved the . If appropriate, we could include details and case studies in future versions of this scheme, to help other employers. Access is not only about meeting the needs of people with physical impairments. Fit for Work provide an employer occupational health advice line. As part of the Disability Confident campaign the DWP has also produced a range of promotional materials for employers and stakeholders to use on their internal communications, on their websites and to share … The guide clearly outlines the Overview Disability Confident … Citizens advice has up. 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