Overview of the Disability Confident Scheme
The Disability Confident scheme was developed in collaboration with disabled people, disability organisations and employers. The government aims to halve the employment gap between disabled and non-disabled people. The disability employment rate was 52.6% in July to September 2022, compared to 82.5% for non-disabled people (see https://www.gov.uk/government/statistics/the-employment-of-disabled-people-2022/employment-of-disabled-people-2022). The Disability Confident scheme aims to provide employers with the knowledge, skills and free resources that will enable them to attract, recruit, retain and progress disabled people in the workforce.
How it works
In the scheme all employers start at level 1 and progress at their own pace. The levels are:
- Disability Confident Committed
- Disability Confident Employer
- Disability Confident Leader
To join the scheme the employer just has to sign up and commit to five actions and one activity, selected from:
- Ensure our recruitment process is inclusive and accessible
- Communicate and promote vacancies
- Offer an interview to all disabled people who meet the minimum criteria
- Anticipate and provide reasonable adjustments as required
- Support any existing employee who acquires a disability or long-term health condition, enabling them to stay in work
- At least one activity that will make a difference to disabled people
Level 2 is completed by self-assessment that is submitted on gov.uk, and level 3 requires employers to put their self-assessment out for independent evaluation, demonstrate leadership and publicly report on disability employment.
There is a wealth of guidance and information, videos and webinars to support employers throughout the process.
Access to Work
Access to Work is a discretionary grant to de-risk the recruitment and retention of disabled people for employers. The grant contributes to the extra costs of workplace adjustments above and beyond reasonable adjustments. From 2021-2022 over 38,000 people received a payment, with payments totalling £149.9 million. Individuals apply for the grant (up to a maximum of £66,000 per person per year), but the application process is a three-way conversation between the individual, the employer and the DWP to ensure the money is put to the best possible use. It could be used, for example, for travel, support workers, or specialist aids or equipment.
“Adjustments passport” pilot
An adjustments passport is a living document with an up-to-date transferable record of what adjustments an individual requires in the workplace. It belongs to the individual so when they move employment or job role, or their manager changes, they do not have to keep having the same conversations. At the DWP this scheme is still at the pilot stage and is focusing on two strands: supporting disabled job seekers into employment; and supporting transitioning from education and the armed forces into employment.
Allen & Overy’s experience
Vicky McConnell from Allen & Overy shared her experience of signing up to the Disability Confident scheme, describing it as simple and straightforward as it covered many things that the firm were doing already or that are required by the Equality Act 2010. She went on to describe how they have developed a workplace adjustments passport following feedback from their trainees. This document allows employees to describe once the needs they have to be able to perform to their best ability, without having to go into personal details of why they need those adjustments, and that document can move with them as they progress through the company or move teams so that, as with the adjustments passports being piloted by the DWP, they do not have to have the same conversations every time there is a staffing change.
“Always Accessible” at the IPO
Nicola Smith from the UK IPO described how once they had achieved their level 3 Disability Confident Leader accreditation, they still felt they could go further, so they have embarked on a programme of work called Always Accessible. This involves looking at their whole culture to make small changes that can make a massive difference, such as ensuring new IT systems are accessible from the procurement stage, and also that online content such as PowerPoint presentations and even emails are accessible. The philosophy is that accessibility “should just be the way that we do things”.
Key takeaways
- Create an open, transparent and safe environment to share information.
- Trying to change a culture feels huge, but very small changes can make a big difference.
- Shout about being Disability Confident so people know!
- Consider disabled people at the architecture stage of design.
Useful resources
Here you can access: