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. Consent to share information about a disability or health condition must always be sought from the individual concerned. They knew that improving disability employment was not just about attracting, recruiting, and retaining disabled talent, but also creating a culture that enables staff to disclose a disability. We're really proud that our Disability Confident status has been upgraded to the level of 'leader'. CH&CO is a Disability Confident Leader. You’ll also need your Disability Confident reference number (this starts DCS00…. A Disability Confident Leader. We will continue to raise awareness and improve outcomes for anyone with a disability, in … You’ll encourage and support other businesses in your supply chains and networks to become Disability Confident. The level of reporting should be proportionate to the size of the business. See how they’re supporting Denise and benefiting from her skills. This captures how an employer is seeking to support their employees to create an open and supportive culture around managing health at work. As a Disability Confident Leader my business is: * REQUIRED. The Government’s Disability Confident scheme helps employers make the most of the opportunities provided by employing disabled people. How you do this, and at what level, will vary depending on the size and nature of your business. Disability Confident organisations play a leading role in changing attitudes for the better. In the case of someone who may be stressed or experiencing a mental health issue, the mental health charity Mind has information that may be a useful starting point for these conversations, which could be useful for any type of health issue as well as mental health. You may find it easier to complete this in advance. This means we currently assess ourselves around these two themes: Getting the right people for your business. 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. Disability Confident organisations play a leading role in changing attitudes for the better. Although the Voluntary Reporting Framework is aimed at large employers over 250 employees we expect all employers seeking to become a Disability Confident Leader to refer to it. Every employer’s success depends on a healthy and productive workforce, and if employees feel valued and supported they’ll achieve more. 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. 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. You should aim to include information about: For reporting disability for part B, it’s suggested that you report the percentage of individuals who consider themselves as being disabled. Many large businesses already have, or are working towards, a recognised external accreditation that covers all the components of the Disability Confident self-assessment – this type of accreditation may well validate the self-assessment for Disability Confident Leader. It is divided into 2 parts: one on disability and one on mental health and wellbeing. A Disability Confident Leader. This means we currently assess ourselves around 2 themes: Getting the right people for your business. What level are Citizens Advice currently? As part of awarding you your Disability Confident Leader status, we’ll include your business name, town, postcode, sector and Disability Confident status on the list of Disability Confident employers that have signed up. Being Disability Confident helps us to tap into a wider pool of talent to meet our workforce needs, reflect the diversity of our customers and drive business growth. 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. As a Disability Confident Leader you will be encouraging other employers to make the journey to become Disability Confident. 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. If you can’t find your reference number, please email us at dwp.disabilityconfident@dwp.gov.uk. Keeping and developing your people. As a small employer, your business may be more complex than a micro employer and this will be reflected in the level of validation. 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. The framework itself is a 2 page guide to support employers to take a first step on the journey towards greater transparency. Channel 4’s internal ‘Tell Us’ campaign encouraged staff to share their diversity data, particularly around disability. You may decide to use a mixture of these approaches. The Disability Confident initiative is a Government scheme created by Department for Work & Pensions that supports employers around the UK, making the most of the talents disabled people can bring to the workplace.. Auctus Management Group Ltd and its subsidiary businesses, RSS Infrastructure Ltd and INFRA Skills Ltd are … 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. We are delighted to have recently been assessed at the Leader stage for the work we are doing here at Bridgend College for inclusivity. Network Rail achieved Level 3 Status in September 2017. The University of Southampton is an accredited Disability Confident Leader. Level 3: Disability Confident Leader. The scheme helps them think differently about disability, and improve how they attract, recruit and retain disabled workers. 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. Disability Confident Employer; Working with our partners; Contact. Disability Confident Leader. We've recently gained accreditation as a Leader of the Disability Confident Employer programme, which is brilliant news. They’re changing behaviour and cultures in their own businesses, networks and communities, and reaping the benefits of inclusive recruitment practices. You’ll find the information you need to do this in the reporting on disability, mental health and wellbeing section. The Disability Confident scheme supports employers to make the most of the talents disabled people bring to workplace. Seven things Kier have … For all employers, leadership may include: 1. encouraging other emplo… For reporting disability for part A , the framework is not strict on the content voluntarily provided, as long as it provides context, is accurate and is complete. It is voluntary and has been developed by employers and representatives of disabled people. Smaller businesses may want to choose from other options that are available to them, reflecting the size of the business. This section provides details of the process to renew your accreditation as a Disability Confident Leader. 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. The scheme supports employers to make the most of the talents that disabled people can bring to the workplace. 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. Don’t worry we won’t send you spam or share your email address with anyone. Sainsbury’s, which employs over 190,000 colleagues, is the largest retailer to achieve this status. As a Disability Confident leader you will be encouraging other employers to make the journey to become Disability Confident. 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. We will also act as a community champion for Disability Confident. how would you rate your overall physical health now? 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. The Disability Confident Scheme supports employers to fully embrace the talents disabled people bring to the workplace. 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. Level 3 – Disability Confident Leader; The scheme encourages you to evaluate your own business, look at what you already do (and what you don’t) and come up with an action plan that you design and deliver. Disability Confident organisations play a leading role in changing attitudes for the better. Building on this, in June 2018, Sodexo UK achieved Leader status in the UK Government's Disability Confident scheme validating the work undertaken within the region. 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? Challenge 2. Read how Marriott used ‘job carving’ to match Adam’s skills to the tasks that needed to be completed. You should give all members of your team reassurance of this. How our software can help you become a Disability Confident Leader. Listen with empathy and respond with openness and common sense. You’ll be showing disabled people that you are serious about leading the way and about helping other businesses to become Disability Confident. To be a Leader means doing the right thing, setting the right example, and sharing best practice. 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. 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. It fits in really well with our values and the services we provide. Join over 18,000 organisations that have signed up. The Government’s Disability Confident scheme aims to help UK employers successfully employ and retain disabled people and those with health conditions, … overall, to what extent do you feel that things you do in your life are worthwhile? Mind and the CIPD have also developed a good practice guide for managers to help them manage mental health issues at work. Disability Confident Scheme 'We must create a culture where people feel that telling their colleagues about their disabilities is not a sign of weakness. 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. To find out more about how the Disability Confident scheme affects you, please see our guidance for applicants. Check the list of organisations that can offer support. At a time when the hospitality sector could be facing a skills and labour shortage, we need to make sure we can offer great opportunities for all talented people. Today (November 2) marks the second anniversary of the Department of Work and Pensions scheme Disability Confident. We’re a Disability Confident Leader. We are delighted to achieve this accreditation. There are three tiers to being Disability Confident. The details of the actions you need to take are outlined below. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. The third level is becoming a Disability Confident Leader, which means gaining recognition among your peers and acting as a champion within your local and business community, your supply chain and your networks. The scheme supports employers to make the most of the talents that disabled people can bring to the workplace. For Evenbreak this is about removing barriers that can exclude talented disabled people from access to the workplace. 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. The leadership accreditation process included having their Disability … In October we became a Disability Confident Leader. 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