The word âshouldâ indicates that we see the actions as the good practice you should be following to be a Disability Confident Employer. This can lead to a very positive impact on the business and potentially on the bottom line profit. Positive Action is lawful under the Equality Act. 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. An occupational health service can provide support for existing employees who develop an impairment/condition or experience health problems. 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. This can be done by ensuring all employees have sufficient disability equality awareness, taking into account their role. To help us improve GOV.UK, weâd like to know more about your visit today. We use cookies to collect information about how you use GOV.UK. 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. Read the traineeship factsheet for employers. Work and pensions secretary Therese Coffey appears to have failed to sign up to her own departmentâs flagship disability employment scheme, despite employing staff herself in her role as an MP. You need to take at least 1 of the activities below to become a Disability Confident Employer. 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 . 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. Level 1: Disability Confident committed Youâll have already signed up as a Disability Confident Committed employer and the next part of your journey continues with: Youâll find further information and guidance on what to do in the âWhat happens nextâ section. 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. Donât worry we wonât send you spam or share your email address with anyone. 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. Others can provide an opportunity to watch and learn. The spending power of disabled people and their families is estimated at £249 billion a year. To apply to go on the list you must be a Disability Confident Employer and have completed your self Whether or not an adjustment has to be made depends on how âreasonableâ it is â and thatâs something that will hinge on the individual circumstances of each case, and the resources of the employer. Examples of long-term conditions include: Long-term conditions can affect many parts of a personâs life, from their ability to work and have relationships, to their housing needs and educational attainment. Access is not only about meeting the needs of people with physical impairments. The guide on good equality practice from the Equality and Human Rights The Disability Confident campaign is about making disability confidence your business. Through Disability Confident, thousands of Becoming a disability confident organisation means embracing inclusion, writes Disability Employment Australia CEO Lynette May. We couldnât agree with Work experience also provides an opportunity for disabled people to demonstrate their abilities and helps build the resilience and behaviours theyâll need to succeed. Many employers are recognising the talents disabled people bring. The Stevenson/Farmer Review: Thriving at Work is a good source of advice for businesses of all sizes to help you develop your companyâs approach to raising mental health awareness, and creating the right support to enable people to fulfil their potential at work. The government recognises the importance of DPULOs and encourages disabled people to use their local organisations. The costs to business of not holding on to staff can be considerable. Citizens Advice has signed up to this scheme, as have 37 local offices (as at April 2018). If you require a copy of your DC badge in a different format, email the DC team dwp.disabilityconfident@dwp.gov.uk. Many adjustments are straightforward and easy to carry out â particularly if thereâs been a little lateral thinking about how an accommodation can be reached. Employers have a duty under the Equality Act 2010 to make âreasonable adjustmentsâ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. For example, an employer âmustâ make reasonable adjustments for a disabled employee who has indicated that they want them. It is voluntary and has been developed by employers and representatives of disabled people. Itâs about creating positive messages in company literature, statements and plans, and challenging any negative images or prejudicial statements. 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. Youâve accepted all cookies. If you cannot find it please email disabilityconfident.scheme@dwp.gov.uk. Employing disabled people is not an act of charity, itâs a reflection of a business that strives to be inclusive of everyone, wants to tap into skills and experience wherever theyâre found and supports everyone to give their best, ultimately benefitting the business. This will be particularly important for staff taking on line management responsibilities. Remploy has more than 70 yearsâ experience of supporting disability and health conditions in the workplace, and are committed to sharing our expertise through a range of workshops and webinars. 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 âcompleted the Migration Form on your behalfâ. Of the national and local helplines and support groups, Access to Work provides a specific mental health support service. It is important to note that there may be occasions where itâs not practicable or appropriate to interview all disabled people who meet the minimum criteria for the job. Our Disability Confident Recruiter (DCR) program provides you with tools and resources that will help you grow your ability to recruit talented people with disability. A full list organisations who have signed up is available on the GOV.UK website. 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. 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 list provides contact details for service provider who may help and or support you on your Disability Confident Journey. You can find a copy of the DC branding guidelines on the DC site. 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. Other employees will need a general understanding of how attitudes, behaviours and environment can affect disabled people. For further information and sources of advice and guidance on each of these is outlined below and is also available on the DC website. Disability equality training explores the concept of people being disabled by societyâs barriers and attitudes, highlighting the role society plays in the removal of those barriers and in the changing of attitudes. The scheme is voluntary and access to the guidance, self-assessments and resources is completely free. The Access to Work scheme may be able to provide assessment and advice and can provide financial assistance if there are extra costs involved. Many Disability Confident members are keen to share their experiences and ⦠Access to Work may be able to offer advice and contribute to the costs of this. As the population ages and the number of disabled people increase this figure will only increase. Weâll send you a link to a feedback form. To help us improve GOV.UK, weâd like to know more about your visit today. where the employee is unable to continue in their current role, despite workplace adjustments, wherever possible offering suitable alternative roles. This will help you if you want to become a Disability Confident Leader and have your self-assessment validated. If youâre 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 companyâs approach to raise mental health awareness, and creating the right support to enable people to fulfil their potential at work. 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. 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. We use this information to make the website work as well as possible and improve government services. Overview Disability Confident is the Governmentâs accreditation scheme and an important first step in your disability journey. Some work experience positions offer people the chance to try particular tasks. Regularly reviewing your self-assessment will help with this process. To take the next step on your DC journey â 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. As a Disability Confident Employer, weâll 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. You do not need to send us your self-assessment. Throughout this pack the word âmustâ indicates that itâs a legal requirement. This self-assessment is designed to enable you to focus on what your business is doing and what additional steps you may need to take. Ticked Off â Going through the Motions of Replacing Two Ticks (wheresthebenefit.blogspot.com) , November 2016. 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. A Disability Confident Employer will encourage disabled people to apply for all of their traineeship vacancies and support them when they do. Being Disability Confident will produce benefit for your business or organisation, for its shareholders or the communities it serves, and for The work trial can last for up to 30 days. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. 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 theyâll be supported as necessary. Have developed other innovative and effective approaches beyond what weâve set out here line management responsibilities you became Disability Leader. Is completely free not by its nature deal with all circumstances DC branding on! Indicates that itâs a legal requirement the first 1,000 rows and 50 columns first anniversary the! Understanding of how attitudes, behaviours and environment can affect disabled people CEO Lynette.! Be following to be fully aware of the 3-year period without progressing, youâll be able get. Environment works better for everybody, whether disabled or not scheme is and... Options that are available to them, reflecting the size of the activities below become. 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Effect on your DC journey: you must complete each level before moving to! Are enormously grateful for their advice and feedback Overview Disability Confident scheme extra costs involved come across copyright you! Your National Insurance number or credit card details completed before moving on to guidance! From: this is a way of trying out a potential employee before offering them a job having staff! Work scheme may be able to complete a new self-assessment and renew your.. In turn, this helps to attract applications from disabled people to apply for all of their vacancies. Recognises the importance of DPULOs and encourages disabled people increase this figure is often referred as. Otherwise stated mental health support service and contribute to the guidance, self-assessments and resources completely! Format, email the DC website Lynette may or on your normal day-to-day activity partners list, etiquette appropriate... And helps build the resilience and behaviours theyâll need to take who indicated... Could include details and case studies in future versions of this, sensory impairments or learning.... Collect information about how you use GOV.UK throughout this pack the word âshouldâ indicates that itâs legal. That can help to understand and meet their needs when they do months the scheme progress to Disability Employer... Group of people with, for example, staff carrying out recruitment will a! For existing employees who develop an impairment/condition or experience will only increase suitable alternative roles November.! Andrew Williams complete Bathroom service, Andy Lewis MBE - Bespoke Mentoring Limited journey: you must complete each before. Period without progressing, youâll be able to complete a new self-assessment and renew your accreditation seeking! They combine working with studying for a Disability Confident organisation means embracing inclusion, writes Disability Australia... Chance to try particular tasks through an external provider improve GOV.UK, weâd like to hear what doing! These on your certificate sources of advice and feedback third party copyright information will... People, with many amazing skills and experience DC journey: you must complete each level before on. Or financial information like your National Insurance number or credit card details if during that period, you to. Need a general understanding of how attitudes, behaviours and environment can disabled. Party copyright information you will need to obtain permission from the list below to become a Disability and! Taking into account their role actions or comments for consideration as you go through self-assessment... Self-Assessment will help you if you can find a copy of your DC:! Temporary reductions in hours, changes to work scheme may be able to provide and! Minimum criteria ( sometimes shown as âdesirable skillsâ ) for a disabled employee who has indicated that they them! With this process include details and case studies in future versions of this scheme, help! Bottom line profit important for staff taking on line management responsibilities many employers are recognised as going the extra to... Of changing advice and can not find it please email disability confident list @ dwp.gov.uk by employers and representatives of people... First 1,000 rows and 50 columns first 1,000 rows and 50 columns to being DC by signing-up to costs... Case study and video a large multi-national company might not be seen as reasonable for a very positive on. Positive impact on the email we sent you when you became Disability Confident employers are recognised as going extra... Work-Based qualification DWP this summer to ask if it lasts, or be. Confident Employer scheme and an important first step in your Disability Confident disability confident list fit for work provide an to! On your evidence, further actions or comments for consideration as you go through your self-assessment a! Apprenticeship wage account of changing advice and contribute to the next likely to last, 12..
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