What is the Disability Confident Scheme?
The UK governments flagship and nationally recognised Disability Confident Employer scheme for businesses and organisations is free to use. There are currently approximately 20,000 employers registered that proudly display the logo and more importantly demonstrate the commitment to inclusion and disability confidence.
The Disability Confident Scheme launched in November 2016 by the Department for Work and Pensions (DWP). It aims to give employers the techniques, skills and confidence that they need to recruit, retain and develop disabled people including those with long-term health conditions.
Levels of Disability Confident Participation
The scheme has three levels that enable employers to start on their
journey towards disability confidence, these are:
Level 1: Disability Confident Committed
Employers sign up to the scheme via gov.uk where they agree to five
Disability Confident commitments:
Ensure your recruitment process is inclusive and accessible
- Ensure against discrimination.
- Make job adverts accessible.
- Provide information in accessible formats
(e.g. large print). - Accept applications in alternative formats
(e.g. electronically).
Communicate and promote vacancies
- Advertise vacancies through a range of
communication channels.
• Get advice from Jobcentre Plus, Work
Programme providers and local disabled
people’s user-led organisations. - Review current recruitment processes.
Offer an interview to disabled people
- Encourage applications from disabled people by offering them an interview if they meet the minimum criteria for the job (this is the description of the job set by the employer).
Anticipate and provide reasonable adjustments as required
- Make sure disabled people are not at a disadvantage when applying for and doing their jobs.
Support any existing employee who acquires a disability or long-term health condition, enabling them to stay in work
- Retaining an employee who has acquired a disability means keeping their valuable skills and experience and saves on the cost of recruiting a replacement.
Employers also agree to carry out at least one ‘activity’ from a list of nine that will make a difference to disabled people:
- Work-experience.
- Work trials.
- Paid employment (permanent or fixed term).
- Apprenticeships.
- Job shadowing opportunities.
- Traineeships (only now offered locally).
- Paid internships or supported internships.
- Student placements.
- Sector-based Work Academy Placements
(SWAP).
Disability Confident Scheme Activity Resources
Here is a selection of resource activities to assist when planning for the activities to take place, as part of the Disability Confident Scheme requirements.
www.amazingapprenticeships.com/
Level 2: Disability Confident Employer
Organisations at this level complete an action-focused self-assessment document covering two themes and agree to meet all the ‘core actions’ and offer at least one ‘activity’ specified by the DWP against each theme.
Getting the right people for your business – core actions
- Actively attracting and recruiting disabled people to help fill your opportunities.
- Providing a fully inclusive and accessible recruitment process
- Offering an interview to disabled people who meet the minimum criteria for the job.
- Being flexible when assessing people so disabled job applicants have the best opportunity to demonstrate that they can
do the job. - Must proactively offer and make
reasonable adjustments as required. - Encouraging your suppliers and partner firms to be Disability Confident
- Ensuring employees have appropriate disability equality awareness.
Getting the right people for your business – activity
- Advertising vacancies and other
opportunities through organisations and media aimed particularly at disabled people. - Engaging with Jobcentre Plus, Work and Health Programme providers.
- Providing an environment that is inclusive and accessible for staff, clients and customers.
- Offering other innovative and effective approaches to encourage disabled people to apply for opportunities and supporting them when they do.
The restaurant Rick Stein,
Sandbanks, Poole employed one of our
trainees and we’re encouraging
them to progress through the
Disability Confident scheme.
Keeping and developing your people – core actions
- Promoting a culture of being Disability Confident.
- Supporting employees to manage their disabilities or health conditions.
- Ensuring there are no barriers to the development and progression of disabled staff.
- Ensuring managers are aware of how they can support staff who are sick or absent from work.
- Valuing and listening to feedback from disabled staff.
- Reviewing the Disability Confident
Employer self-assessment regularly
(at least annually).
Keeping and developing your people – activity
- Providing mentoring, coaching, buddying and or other support networks for staff.
- Including disability awareness equality training in the induction process.
- Guiding staff to information and advice on mental health conditions.
- Providing occupational health services if required.
- Identifying and sharing good practices in supporting disabled people.
- Providing human resource managers with specific Disability Confident training.
Level 3: Disability Confident Leader
To achieve this level, employers are required to have their self-assessment validated by a third party. Level 3 employers also agree to act as a champion for disability employment within local and business communities and report on the actions they are taking to support disability, mental health and wellbeing in the workspace using the Voluntary Reporting Framework.
- Encouraging other employers in your supply chain.
- Using social media to promote and share good practice on Disability Confident, such as LinkedIn, X, Facebook, blogs and business newsletters.
- Networking with other employers in your industry, through business clubs, local networks and business events.
- 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.
How to Sign Up and Progress
To sign up ‘Join us #DisabilityConfident’
All employers, businesses and organisations start at Level one after signing up
to the scheme to become Disability Confident Committed.
Employers can progress through the various levels, after demonstrating through a self-validation form, the required evidence.
Benefits of Being a Disability Confident Employer
Play a leading role in changing
attitudes for the better
Challenge attitudes and
increase understanding of disability
Change behaviour and cultures in their own businesses, networks and communities
This is evidenced by the simplicity of the Disability Confident logo, that employers have displayed on websites, added to branding and included on signature scripts.
Businesses and organisations are engaging with inclusion training, delivering this
internally and benefitting from specialist trainers in their field externally.
Employers have built on or started to have more open conversations, when colleagues feel safe and secure, they have then confidentially disclosed and been more open to talk about a disability. They start to discuss how they may benefit from minor adjustments.
Draw from the widest possible
pool of talent
Disabled people are attracted to work for businesses and organisations who are Disability Confident. With employers opening doors to the activities suggested within the Disability Confident Scheme, they are gaining experiences with disabled people. This in turn assists with removing barriers to disability along the way.
Are reaping the benefits of
inclusive recruitment practices
Employers have made amendments to
previous policies and adapted practises, so that they are able to offer greater
accessibility.
Secure high-quality staff who are skilled, loyal and hard working
By being creative in recruitment, innovative
in your approach as well as addressing the skills gap and labour market shortages. By attracting disabled people or young people with additional needs into your workforce you will have dedicated, committed and hard-working staff.
Improve employee morale and commitment by demonstrating
fair treatment.
Simply, who would not want to do this?
Commitment to Inclusivity
In today’s diverse world, creating inclusivity and accessibility is not just morally right—it is also a strategic advantage. By prioritising these principles, businesses and organisations not only enrich their workplace culture but also unlock the full potential of their staff teams.
Here is why demonstrating a commitment to inclusivity matters:
Emphasising Importance
A commitment to inclusivity is not just a tick box – it is a cornerstone of a progressive and forward-thinking workplace. By prioritising inclusivity, companies signal
their dedication to valuing every individual, regardless of their background, abilities, or differences. This creates a culture of respect, empathy and collaboration, leading to
improved employee morale, productivity and innovation.
Creating Accessible Environments
Accessibility is not just about physical accommodations; it is also about creating environments where everyone can thrive.
From providing reasonable adjustments and accommodations for disabled individuals to ensuring digital platforms are accessible
to all. Businesses that prioritise accessibility demonstrate their dedication to removing
barriers and enabling equal opportunities for every employee.
Success Stories from Disability Confident Businesses
By implementing Disability Confident principles, Business A transformed its workplace environment. They provided specialised training for managers on disability awareness and inclusion, revamped their recruitment processes to be more inclusive and made physical adjustments to the workspace to accommodate disabled employees. As a result, they saw a significant increase in employee satisfaction, retention rates and overall productivity.
Recognising the importance of accessibility, Business B invested in making their digital platforms fully accessible to individuals with disabilities. They conducted thorough accessibility audits, updated their website, software systems and provided training to their development teams on creating accessible advertising and marketing. This not only ensured compliance with accessibility standards but also expanded their customer base and enhanced their reputation as an inclusive brand.
Practical Steps to Create an Inclusive Workplace
Creating an inclusive workplace where everyone feels valued and supported is essential. The Disability Confident Scheme offers practical guidance for employers to champion inclusivity and accessibility within their organisations.
Here is how you can become a Disability Confident employer:
Understanding the Principles
Familiarise yourself with the key principles of the Disability Confident Scheme, which includes recognising the value that disabled individuals bring to the workforce, ensuring inclusive recruitment practices and providing reasonable accommodations to enable employees to perform at their best.
Promoting Positive Culture
Create a workplace culture where diversity and inclusion are celebrated. Encourage open communication and feedback, promote awareness and
understanding of disabilities and provide opportunities for disabled employees to actively participate and contribute to decision-making processes.
Engaging with the Community
Connect with disability advocacy organisations, support groups and networks to learn from their experiences and perspectives. Engaging with the disability community can provide valuable insights and resources to support your organisation’s journey towards becoming more inclusive.
Implementing Inclusive Policies
Review your organisation’s policies and procedures to ensure they align with the
principles of inclusivity and accessibility. This may involve updating recruitment
processes to be more inclusive, providing training for managers and staff on disability awareness and establishing
clear procedures for requesting and implementing reasonable adjustments.
Providing Supportive Resources
Offer resources and support for disabled employees such as access to assistive technologies, flexible work arrangements and accommodations to make their ability to perform and succeed easier. Ensure that employees know how to access these
resources and feel comfortable requesting accommodations when needed.
Start your Disability Confident journey with us today!
💡Inclusion isn’t about perfection; it’s about progress.
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