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. We have listed some specific disabilities and health conditions that you may come across. 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. 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. Disability Confident Level 3 Validation For organisations who have achieved Level 2 (Employer) themselves, Purple can provide a Level 3 validation service. We use this information to make the website work as well as possible and improve government services. 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. We’ll also send information about becoming a Disability Confident Leader. Citizens Advice has signed up to this scheme, as have 37 local offices (as at April 2018). 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. 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. November 2017 will mark the first anniversary of the Government’s Disability Confident scheme. Disabled people are a hugely diverse group of people, with many amazing skills and experience. 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”. the Disability Confident self-assessment – this type of accreditation would validate the self-assessment for Disability Confident leader. You can find this on the email we sent you when you became Disability Confident Committed or on your certificate. You can change your cookie settings at any time. This figure is often referred to as the Purple Pound. 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. Access is not only about meeting the needs of people with physical impairments. If you require a copy of your DC badge in a different format, email the DC team dwp.disabilityconfident@dwp.gov.uk. 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. 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. Use the self-assessment template to record your evidence, further actions or comments for consideration as you go through your self-assessment. We couldn’t agree with Jobcentre Plus has a range of recruitment services that can help an employer seeking to recruit staff. A mental health condition is considered a disability if it has a long-term effect on your normal day-to-day activity. 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. Around 83% of disabled people acquire their impairment during their working lives. You can do this by encouraging your partners, suppliers and providers to demonstrate their commitment to being DC by signing-up to the scheme. The scheme is voluntary and access to the guidance, self-assessments and resources is completely free. An occupational health service can provide support for existing employees who develop an impairment/condition or experience health problems. The Disability Confident campaign is about making disability confidence your business. “Being disability confident should be the new normal. 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”. 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. Employers based in England may be able to get a grant or funding to employ an apprentice. A Disability Confident Employer will encourage disabled people to apply for all of their work trial opportunities and support them when they do. Overview Disability Confident is the Government’s accreditation scheme and an important first step in your disability journey. 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. Your business must also commit to at least 1 action from the list below to be a Disability Confident Employer. DPULOs have an important role in: They provide advice on a wide range of topics to all disabled people, whatever their impairment. In its first 12 months the scheme has come a long way. To apply to go on the list you must be a Disability Confident Employer and have completed your self A Disability Confident Employer will be looking to continually improve and to take account of changing advice and guidance. 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 . The spending power of disabled people and their families is estimated at £249 billion a year. 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. Download the file to view its full contents. Email your examples to dwp.disabilityconfident@dwp.gov.uk. 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. The ‘how’ are examples of what you could be doing to be a Disability Confident Employer. Others can provide an opportunity to watch and learn. 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. 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. Andrew Ward Associates - Employment Agency Limited. We also have a full disability guide which is available to you and your company with an example download which shows you more detailed Managers and supervisors will need to understand how to support their disabled staff. You should regularly consult with staff about their perceptions of issues, barriers or concerns, and report back on action taken to address these. Enter your evidence for each activity you’ve chosen in the self-assessment template. Apprentices must be paid at least the minimum apprenticeship wage. For example, staff carrying out recruitment will need to be fully aware of the steps to make a recruitment process fully accessible. For further information and sources of advice and guidance on each of these is outlined below and is also available on the DC website. A Disability Confident Employer will encourage disabled people to apply for all of their work experience opportunities and support them when they do. Many employers are recognising the talents disabled people bring. It is voluntary and has been developed by employers and representatives of disabled people. Regularly reviewing your self-assessment will help with this process. 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. Updated 4 January 2021 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. 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. The Government’s Disability Confident scheme helps employers make the most of the opportunities provided by employing disabled people. In times where you need to limit the overall number of interviews, it’s important to select the disabled and non-disabled applicants who best meet the minimum criteria for the job. You’ve accepted all cookies. As the population ages and the number of disabled people increase this figure will only increase. To help us improve GOV.UK, we’d like to know more about your visit today. A Disability Confident Employer will encourage disabled people to apply for all of their apprenticeship vacancies and support them when they do. Of the national and local helplines and support groups, Access to Work provides a specific mental health support service. In turn, this helps to attract applications from disabled people for vacancies or other opportunities you’re offering. The guide on good equality practice from the Equality and Human Rights Disability Confident can also help develop the skills and insight to better tap into the estimated £249 billion of spending power that disabled people and their families can wield. Download the file to view its full contents. Often these adjustments will cost nothing or very little. Having confirmed you’ve completed your … A Disability Confident Employer will encourage disabled people to apply for all of their vacancies and support them when they do. It is important to note that there may be occasions where it’s not practicable or appropriate to interview all disabled people who meet the minimum criteria for the job. 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. 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. 17.5% of the UK adult population have a disability and having disabled staff can help to understand and meet their needs. Positive Action is lawful under the Equality Act. 29 … 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. 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”. You’ve accepted all cookies. The aim of this core action is to encourage positive action. The word ‘should’ indicates that we see the actions as the good practice you should be following to be a Disability Confident Employer. The work trial can last for up to 30 days. 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. Accreditation for a Disability Confident Employer lasts for 3 years. This includes contract workers, trainees, apprentices and business partners. If during that period, you progress to Disability Confident Leader then the 3-year period will restart at the new level. 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. Don’t include personal or financial information like your National Insurance number or credit card details. Becoming a disability confident organisation means embracing inclusion, writes Disability Employment Australia CEO Lynette May. 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. 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. 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 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. Level 1: Disability Confident committed Your business may have developed other innovative and effective approaches beyond what we’ve set out here. Progress to Disability Confident Employer will encourage disabled people are welcome in your must... Their current role, despite workplace adjustments, wherever possible offering suitable alternative roles of changing and! 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