The leadership accreditation process included having their Disability … Employee health and wellbeing has been at the front of business decision making. To help us improve GOV.UK, we’d like to know more about your visit today. The term ‘disclosure’ sounds formal and has negative and/or legal connotations for some people. The independent Thriving at Work Review recommended that employers should report more information about their actions on workplace mental health on a voluntary basis. It aims to help employers make the most of the opportunities provided by employing disabled people. To validate the self-assessment, you may decide to enlist the help and support of disabled people who work for you, disability network groups, disability specific organisations and/or DPULOs that you may have worked with in the past. The size and complexity of your business will usually dictate how you go about this. We aim to show disabled people that we are serious about leading the way and about helping other businesses to … Contact the resourcing team at Hertfordshire County Council; Cookies and privacy ; Accessibility; Rate this page. The Government’s Disability Confident scheme aims to help UK employers successfully employ and retain disabled people and those with health conditions, … Network Rail achieved Level 3 Status in September 2017. A list of organisations that can offer support is available. This is a step up from Disability Confident Employer, which we had previously attained, and the highest level of accreditation. If an employee has told you about their disability or health condition, as with any personal information, this should be treated as confidential. The government believes that transparency and reporting are effective levers in driving the culture change required to build a more inclusive society. The scheme helped us to create a focused action plan that really made a difference to us as a business. The videos were incredibly powerful and helped to create a culture of openness. overall, how satisfied are you with your life nowadays? This made them happier and more productive not only because they benefitted from more active support, but also because the burden of keeping their disability secret at work was removed. To validate the self-assessment, you may decide to enlist the help and support of disabled people that work for you, disability network groups, disability specific organisations and/or DPULOs that you may have worked with in the past. This means we currently assess ourselves around these two themes: Getting the right people for your business. The introduction of a wave of proactive initiatives year-on-year has led to a more than 80% reduction in workplace illness and several thousand employees being supported by Thames Water for non-work related mental health issues. How you do this, and at what level, will vary depending on the size and nature of your business. Channel 4’s internal ‘Tell Us’ campaign encouraged staff to share their diversity data, particularly around disability. As one of the first organisations in the UK to achieve Level 3 Leader accreditation, Purple is perfectly placed to support you. Read how Marriott used ‘job carving’ to match Adam’s skills to the tasks that needed to be completed. The framework itself is a 2 page guide to support employers to take a first step on the journey towards greater transparency. When you submit your request to become a Disability Confident Leader you’ll be asked to confirm you’re recording information on both disability and mental health and wellbeing. For part B, you may wish to use the question: Do you consider yourself to have a disability or long term health condition (mental health and/or physical health)? You may decide to use a mixture of these approaches. You may also start to discuss possible adjustments and support. Sainsbury’s, which employs over 190,000 colleagues, is the largest retailer to achieve this status. CH&CO has achieved Disability Confident Leader status for its commitment to employing, supporting and promoting disabled people in the workplace and encouraging others to also become Disability Confident. This document lists the employers that have signed up to the Disability Confident scheme, and their status (committed, employer or leader). The framework itself is a 2 page guide designed to be both voluntary and flexible, so is not strict about what employers should report and aims to support employers to take a first step on the journey towards greater transparency. The Disability Confident Scheme supports employers to fully embrace the talents disabled people bring to the workplace. Louis and Ross from Lloyds Banking Group explain how working for a Disability Confident Leader benefits them, and the organisation. Network Rail is an accredited Disability Confident Leader. This publication is available at https://www.gov.uk/government/publications/disability-confident-guidance-for-levels-1-2-and-3/level-3-disability-confident-leader. To find out more about how the Disability Confident scheme affects you, please see our guidance for applicants. The Department for Work and Pensions has announced that Sainsbury’s has achieved Disability Confident Leader status – the highest tier of accreditation in the government’s Disability Confident Programme. DWP documents obtained by Disability News Service (DNS) through a freedom of information request show how it was “validated” as a “Disability Confident Leader” on 4 November 2016, just days before the report by the UN committee on the rights of persons with disabilities was published. We are delighted to achieve this accreditation. There are now 3 additional steps that you need to take in order to become a Disability Confident Leader: 3. For all employers, leadership may include: For medium-sized employers (50 to 250 employees) and large employers (over 250 employees), leadership may also include: From November 2019 Disability Confident Leader (Level 3) employers will now need to refer the Voluntary Reporting Framework published in November 2018, to publicly report on their disability employment. As a small employer, your business may be more complex than a micro employer and this will be reflected in the level of validation. Their centrepiece was a series of ‘This Is Me’ videos where disabled staff and their managers shared their stories, many for the first time. The senior leadership team launched these videos alongside the wider strategy, giving important context. Published: 09.11.2020 Categories: News & Information, Latest news. As a Disability Confident Leader you’ll encouraging other employers to make the journey to become Disability Confident. Smaller businesses may want to choose from other options that are available to them, reflecting the size of the business. Lifeworks Charity is now recognised as a Disability Confident Leader, the highest level of recognition on the Government’s Disability Confident Scheme. Over the coming months, we’ll be sharing details of important updates and milestones in our diversity and inclusion (D&I) strategy. We are delighted to have recently been assessed at the Leader stage for the work we are doing here at Bridgend College for inclusivity. The scheme supports employers to make the most of the talents that disabled people can bring to the workplace. Disability charity Scope’s report Let’s talk: improving conversations about disability at work includes tips for employers to encourage employees to share information about their disability or health condition. Disability Confident is a scheme that is designed to help recruit and retain disabled people and people with health conditions for their skills and talent. The framework is a flexible tool to encourage employers to take an important step on their journey towards greater transparency around physical and mental health in the workplace. Being a Disability Confident Leader means we're helping people with disabilities secure, retain and develop careers in our business. You’ll also be asked to confirm whether you’re already reporting, or intend to do so in the next 12 months, for example in your next annual report, on your website, or through another medium. You can change your cookie settings at any time. Collection of information could be completed through employees updating self-service HR records or anonymous staff surveys: it’s recommended that you publish both sources, HR records or anonymous staff surveys if held, you should explain where data was collected from, it’s important to be transparent with employees about data usage, handling and storage. This means we currently assess ourselves around 2 themes: Getting the right people for your business. We use cookies to collect information about how you use GOV.UK. To become a Disability Confident Leader, all businesses regardless of size will need to take action to report using the Voluntary Reporting Framework. Wiltshire Police is the first police force in the country to gain the highest Level 3 Disability Confident Leader status in the Department of Work and Pensions' scheme to remove barriers to employment. Positively managing mental health underpins good employee engagement and benefits everyone – employees, employers and the bottom line. We then put together three to four Disability Confident Leadership statements as part of a short narrative on what the LGA will do to show their commitment as a Leader. The Voluntary Reporting Framework has been developed by the government in partnership with large employers and expert partner, including leading charities, to support organisations to record and voluntarily report information on disability, mental health and wellbeing in the workplace. At least 2 months before the expiry of your 3 year accreditation, you’ll receive a reminder email advising you that your accreditation will cease from a certain date. The framework includes recommended questions, a series of prompts to shape an employer narrative and guidance on collection and reporting. Here at Acacia Training, something that we are immensely proud of is our status as a Disability Confident Leader. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. You may also be contacted by Jobcentre Plus, Department for Work and Pensions (DWP) and or a DWP Work and Health Programme provider to help you attract, recruit and retain disabled people. It also includes the actions you need to take to renew your Disability Confident Leader status. Megan Horsburgh, Head of Diversity and Inclusion, Sodexo UK & Ireland, and Global Disability Leader, Guidance on becoming Disability Confident, Advice for employers on attracting, recruiting and retaining disabled people, List of organisations that are already benefitting from the scheme. You’ll encourage and support other businesses in your supply chains and networks to become Disability Confident. We’ll send you a link to a feedback form. In the past year we have had great success as a Disability … We’re A Disability Confident Leader! Recording and voluntarily reporting information on disability, mental health and wellbeing may support an employer to: Actively promoting a positive approach towards health and wellbeing by the organisation, and a clear commitment to disability and inclusion, can encourage your team members to feel more confident about telling you about their disability or long-term health condition. About WinVinaya Foundation WinVinaya Foundation, a Charitable Trust, is one of the very few NGOs in India which trains Persons with Disabilities(PWDs) in niche and futuristic skills including Software Development, Data Visualization, Robotic Process Automation(RPA) and more.. CH&CO has achieved Disability Confident Leader status for its commitment to employing, supporting and promoting disabled people in the workplace and encouraging others to also become Disability Confident. We’re a Disability Confident Leader. 2. For Evenbreak this is about removing barriers that can exclude talented disabled people from access to the workplace. The Disability Confident scheme has 3 levels: Level 1 – Disability Confidence Committed Level 2 – Disability Confident Employer Level 3 – Disability Confident Leader We didn’t know where to start on our journey; but the scheme helped us to create a focused action plan that really made a difference to us as a business. Don’t include personal or financial information like your National Insurance number or credit card details. Disability Confident organisations play a leading role in changing attitudes for the better. Suddenly, disability data told a more complete story and Channel 4 were in a better position to ensure their staff had the support to excel. By stepping up to being a Disability Confident Leader your business can gain recognition from: You’ll also be acting as a champion for Disability Confident within your local and business communities. You’ll also receive a regular newsletter and access to members only Disability Confident LinkedIn and Facebook sites. For this reason, the voluntary reporting framework focuses not just on the publication of numbers, but also more broadly on the shaping and sharing of an organisational narrative. For part A, the framework is not strict on the content voluntarily provided in the section, as long as it provides context, is accurate and is complete. It is creating a movement of change and encouraging companies in all sectors to think … All content is available under the Open Government Licence v3.0, except where otherwise stated, Disability Confident: guidance for levels 1, 2 and 3, Stepping up to become a Disability Confident Leader, Reporting on disability, mental health and wellbeing, Disability Confident Leader Renewal Process, Voluntary Reporting Frequently Asked Questions (FAQs), nationalarchives.gov.uk/doc/open-government-licence/version/3, Disability Confident Employer self-assessment, list of organisations that can offer support, the list of Disability Confident employers that have signed up, reporting on disability, mental health and wellbeing section, Let’s talk: improving conversations about disability at work, information that may be a useful starting point, Thames Water annual report for 2018 to 2019, Coronavirus (COVID-19): guidance and support, Check how the new Brexit rules affect you, Transparency and freedom of information releases, that you have had your level 2 self-assessment validated, and by whom, that your validators agree with your evidence and assessment, and that you’re delivering against all of the core actions as a Disability Confident Employer, by providing a narrative of the activities you have or are taking in support of being a Disability Confident Leader, are delivering against all of the core actions and are employing disabled people, can provide evidence for each of the activities that you’re offering to get the right people for your business and to keep and develop your people, disabled employees, customers or people in the local community, local disability organisations or network groups, disabled people’s user led organisations (, recognised accreditation organisations whose accreditation covers components of the Disability Confident Employer self-assessment, local disability organisations, Work and Health Programme providers, network groups, recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self-assessment, recognised accreditation organisations whose accreditation covers the components of the Disability Confident employer self-assessment, internal diversity and inclusions groups/forums, local disability organisations, Work and Health Programme providers or network groups, encouraging other employers in your supply chain, using social media to promote and share good practice on Disability Confident, such as LinkedIn, Twitter, Facebook, blogs and business newsletters, networking with other employers in your industry, through business clubs, local networks, business events and so on, being a mentor, coach, buddy or providing peer support to others, engaging with other local employers to share good practice, celebrating success, for example being nominated for or the winner of a recognised award, being nominated for and/or winning local, regional and national awards for the employment of disabled people, sponsoring or hosting Disability Confident inspired events, providing validation of self-assessment to other employers, using contracting to drive positive change, with supply chain providers encourages to become Disability Confident, part A – provide a narrative to explain the activities in your organisation in relation to the recruitment and retention of disabled people, part B – where possible report the percentage of individuals within your organisation who consider themselves to be disabled, or have a long term physical or mental health condition, organisational policies in relation to the recruitment and retention of disabled people, support offered to employees with specific disabilities, consider whether the data is reliable enough to publish, including looking at non-disclosure rates, state the question used, if it is not the suggested wording, part A – provide a narrative to explain the activities in your organisation, in relation to supporting the health and wellbeing of your employees, part B – report the output of staff surveys that provide measures of employee wellbeing, employee take up of mental health support offered by the organisation, training offered to employees related to mental health, the percentage of individuals within the organisation that are comfortable disclosing mental health, whether a public commitment has been made to adhere to both the core and enhanced standards as set out in the. Level 3: Disability Confident Leader. In June 2016, Sodexo reinforced its commitment to the inclusion of people with disabilities by signing the ILO Global Business Disability Network Charter. Remploy was one of the first organisations to achieve Level 3 Disability Confident Leader status, and as such are able to help other employers to reach this level. In September 2017 Citizens Advice became a Disability Confident Employer (Level 2). You may find it easier to complete this in advance. Over the last 5 years, Thames Water has been on an incredible health and wellbeing journey and are proud to be a Disability Confident employer. You may also be working with an external accreditation organisation – providing the accreditation covers the components of the Disability Confident Employer self-assessment, this would satisfy the validation. Check the list of organisations that can offer support. Being Disability Confident is an opportunity for employers to lead the way in their community and to discover skills and talents they cannot do without. Level 3: Disability Confident Leader. When you submit your application to become a Disability Confident Leader you’ll be asked to provide a short narrative on what you’ll do to show your commitment as a Leader. Ask people to ‘share’ or ‘tell’ rather than ‘disclose’ or ‘declare.’. Being Disability Confident is an opportunity for employers to lead the way in their community and to discover skills and talents they cannot do without. Disability Confident . Disability Confident encourages employers to be positive about the skills that people with disabilities can bring to the workforce, and to remove barriers to recruiting and retaining employees with disabilities. It can help all your people fulfil their potential and contribute fully to your team’s success. By stepping up to being a Disability Confident Leader businesses can gain recognition from: disabled staff in their business; disabled people outside their business; other businesses; their customers; the wider community; They will also be acting as a champion for Disability Confident within their local and business communities. We will also act as a community champion for Disability Confident. As a Disability Confident Leader you’ll encouraging other employers to make the journey to become Disability Confident. The title has been awarded by the UK Government because of Microsoft’s commitment to diversity and inclusivity, as well as its work in encouraging suppliers and vendors to do the same. You have already undertaken the Disability Confident self-assessment and are a Disability Confident Employer. As a Disability Confident Leader, we benefit from being able to recruit from a large selection of talented individuals to support local businesses. Primas Media has historically supported the Government’s Disability Confident scheme. You can also find the answers to a number of frequently asked questions. There are now two additional steps that you need to take in order to become a Disability Confident leader: 1. Leadership When you have successfully completed the actions and activities to be a Disability Confident leader, you will need to follow the link in the What happens next? The validator will require documentary evidence such as inclusive policies and procedures and may refer to the groups/organisations that you involved in the self-assessment process. Read how graduate Matthew found work at Zurich, and how his team leader shared some of the lessons learned during his internship, when he secured a permanent post with them. Keeping and developing your people. KPMG has acted as a Disability Confident Leader during that time, one of 13 firms chosen to spearhead the government initiative, which helps companies recruit and retain people with disabilities and health conditions. Channel 4 raised awareness of the range of conditions included under the definition of a disability, and because some find ‘disclosure’ off-putting, the campaign’s language instead talked about ‘sharing.’. Possible validating groups/organisations for medium-sized employers are: As a medium-sized employer you’re likely to have a more complex business than a micro/small employer, and this will be reflected by you providing more detailed evidence to the validators. The Disability Confident scheme supports employers like you to make the most of the talents disabled people can bring to your workplace. In turn, I urge all civil servants to talk about how they can change the way they work to be more disability confident and help improve the performance of the whole team'. The validator will require documentary evidence, examples of recruitment and retention policies and practices, best practice initiatives and evidence that demonstrates how any issues/concerns have been managed effectively. how would you rate your overall mental health now? We're really proud that our Disability Confident status has been upgraded to the level of 'leader'. It also acts as a catalyst for continuous improvement by taking employers on a journey from Disability Committed (level 1) to Disability Confident Employer (level 2), progressing to Disability Confident Leader (level 3). Disability Confident Scheme 'We must create a culture where people feel that telling their colleagues about their disabilities is not a sign of weakness. Disability Confident 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. Be seen as a champion in your local and business communities. Don’t worry we won’t send you spam or share your email address with anyone. Our training courses, access audits and consultancy is delivered by people with … Reporting on disability, mental health and wellbeing: You’ll find further details and guidance on each step in the following sections. Diversity and inclusion is a business imperative for Sodexo. For all employers, leadership may include: 1. encouraging other emplo… You’ve accepted all cookies. I would recommend my organisation as a great place to work. See how they’re supporting Denise and benefiting from her skills. When you submit your request to become a Disability Confident Leader, you’ll be asked to confirm you’re recording information on both disability and mental health and wellbeing. Level 2: Disability Confident Employer. Disability Confident Leader. These would be then used towards the final validation following the … M&G plc, a leading savings and investments business, has been recognised as a Disability Confident Leader under the Department for Work and Pensions Disability Confident Scheme. Disability Confident Disability confident means we guarantee to interview anyone who discloses that they have a disability and whose application meets the minimum criteria for the job. To be a Disability Confident Leader you must show you are offering at least one of the actions from this list. The key here is having the self-assessment validated by people or organisation that can provide an appropriate level of challenge based on their own knowledge, skills and expertise. The next step to become a Disability Confident Leader is to subject your self-assessment to an independent validation. Read about how Gareth’s work experience has led to him starting an apprenticeship in joinery with RSBi/City Building in Glasgow. It fits in really well with our values and the services we provide. They’re changing behaviours and cultures in their own businesses, networks and communities. The Government’s Disability Confident scheme helps employers make the most of the opportunities provided by employing disabled people. There’s no legal requirement for someone to disclose a disability to their employer. We've recently gained accreditation as a Leader of the Disability Confident Employer programme, which is brilliant news. The level of challenge should be proportionate to the size of the business. For information about coronavirus (COVID-19) please visit gov.uk/coronavirus. becoming a Disability Confident Leader is to subject your self-assessment to an independent validation. As a Disability Confident Employer you’re already benefitting from being able to draw from the widest possible pool of talent, and are securing, retaining and developing disabled staff who are skilled, loyal and hard-working. 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