By becoming a Disability Confident leader, we gained recognition among peers organisations. Disability Confident organisations play a leading role in changing attitudes for the better. Level 2: Disability Confident Employer. We use cookies to collect information about how you use GOV.UK. Check the list of organisations that can offer support. 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. There are three tiers to being Disability Confident. 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 … There’s lots of great technology out there to help you take Disability Confidence further in your organisation, and below we’ve set out some ways that our products can help you get to the Leader level stage of the … 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. Disability Confident Leader. Microsoft has been named a Disability Confident Leader for its inclusive approach to hiring people with disabilities and ensuring they can learn new skills.. The videos were incredibly powerful and helped to create a culture of openness. A Disability Confident Leader. Disability Confident Leader. 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. 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. How you do this, and at what level, will vary depending on the size and nature of your business. 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. The scheme helped us to create a focused action plan that really made a difference to us as a business. Possible validating groups/organisations for large employers are: As a large employer, employing over 250, you’ll collect the various information and data that clearly demonstrates that you’re a Disability Confident Employer. Employee health and wellbeing has been at the front of business decision making. Citizens Advice is currently at Level 2: Disability Confident Employer. overall, how satisfied are you with your life nowadays? 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. For the Disability Confident Leader level the Disability Confident Employer self-assessment document was required to be completed and submitted as part of the validation. The scheme helps employers recruit and retain great people, and: It also helps customers and other businesses identify those employers who are committed to equality in the workplace. This will help you if you want to become a Disability Confident Leader and have your self-assessment validated. Leader. See how they’re supporting Denise and benefiting from her skills. More and more businesses are signing up to Disability Confident every week. 2. 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 Disability Confident Level 3 achievement is given to organisations as a recognition of their disability inclusion journey and acknowledges them as a Disability Confident Leader by raising awareness and driving standards within their own networks. For all employers, leadership may include: 1. encouraging other emplo… 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. Disability Confident organisations play a leading role in changing attitudes for the better. For us, it was not knowing where to start on our journey. Smaller businesses may want to choose from other options that are available to them, reflecting the size of the business. As one of the first organisations in the UK to achieve Level 3 Leader accreditation, Purple is perfectly placed to support you. We will proactively support you through all three levels of the Disability Confident accreditation scheme, supporting your organisation from Level 1 Committed to Level 3 Leader via an approach which is bespoke and personalised to your organisation. For us, it was a natural step to take. The framework has been developed by the government in partnership with large employers and expert partners, including leading charities, to support organisations to record and voluntarily report information on disability, mental health and wellbeing in the workplace. You may decide to use a mixture of these approaches. Be seen as a champion in your local and business communities. 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. Evenbreak is a Disability Confident Leader Disability Confident is a scheme to encourage employers to become more confident and competent in terms of recruiting and retaining disabled people. Here at Acacia Training, something that we are immensely proud of is our status as a 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. 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. Our training courses, access audits and consultancy is delivered by people with … It fits in really well with our values and the services we provide. We will encourage and … They’re changing behaviours and cultures in their own businesses, networks and communities. I feel safe from threats and physical hazards in my work environment, I am satisfied with my physical working environment, my work gives me the feeling of a job well done, you have had your self-assessment validated, and by whom, your validator agrees with your evidence and assessment, and that you’re delivering against all of the core actions as a Disability Confident Employer, where you choose to publicly report will intend to do so within the next 12 months, you’re including a narrative of the activities you have or are taking in support of being a Disability Confident Leader, undertake a review of your self-assessment and update your evidence template, including your evidence on Voluntary Reporting, arrange for your self-assessment to be re-validated, details on what is required are contained in the challenge section above, improve employee engagement and retention, with consequent gains for performance and productivity – engaged employees are less likely to report workplace stress and take fewer days’ sickness absence, put effective adjustments in place for that individual, giving them the opportunity to fully utilise their skills and abilities, better understand the experiences of disabled people and people with mental health conditions in their workforce, better monitor internal progress in building a more inclusive environment for employees, access a wider pool of talent and skills through promoting inclusive and disability friendly recruitment, retention and progression policies, set an industry example in driving a cultural shift towards increased transparency, better serve and connect with disabled customers and communities, capitalising on spending power, engage in open and supportive conversations about disabilities and health conditions to help enable employees to remain in work and achieve their potential, mental health first aiders introduced across the business, expansion of the internal clinical occupational health team to support the business in case management, health screening, health surveillance and wellbeing, an occupational health team which now processes on average 100 referrals per month, 98% of which are for non-work related issues (up to 80% of the cases referred every month are for those still in work), Water Wellbeing Week – a dedicated health and wellbeing week every year to act as a catalyst for engagement, openness and transparency. The first 4 questions are from the Annual Population Survey conducted by the Office for National Statistics: The following questions (including ranking of a response to a statement) are based on principles of wellbeing, for example health, security, environment, relationships and purpose, as recommended by the What Works Centre for Wellbeing: When you have successfully undertaken the actions and activities to be a Disability Confident Leader, you’ll need to complete this form to request to become a Disability Confident Leader. Being a Disability Confident Leader means we're helping people with disabilities secure, retain and develop careers in our business. St Leger Homes subscribes to the ‘Disability Confident’ employer scheme. Auctus Management Group Achieve Disability Confident Leader 23/09/2019 . 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. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. 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. The upgrade follows work carried out by our HR and Employment teams, who submitted the evidence needed to achieve the new status. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. We act as a champion within our local and business community, our supply chain and our networks. - Ashok Vaswani, Global HO Consumer Banking & Payments. how would you rate your overall physical health now? Disability Confident Leader Validation template (Annex A)The following template can be used by your independent validators to challenge your self-assessment and confirm that you are delivering against all of the core actions as a Disability Confident Employer, are employing disabled people andtaking action to record and report on disability, mental health and wellbeing in the workplace.You should complete the … We can … Collecting relevant data, for instance around levels of disability employment, can pose a significant challenge for employers. The leadership accreditation process included having their Disability … It will take only 2 minutes to fill in. CH&CO is a Disability Confident Leader. Some choose not to say anything because, for example, they are concerned it will jeopardise their future career prospects, or they are simply daunted by the prospect of the discussion. John Lewis has been recognised as the "Disability Confident Leader" by the Department for Work and Pensions’ scheme for its action in hiring and retaining employees with disabilities. Disability Confident Leader. To validate the self-assessment, you may decide to enlist the help and support of a group of disabled customers or disabled people that work for you, disability organisations and/or DPULOs that you may have worked with in the past, or disabled people based in the local community. 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. For the Disability Confident Leader level the Disability Confident Employer self-assessment document was required to be completed and submitted as part of the validation. In October we became a Disability Confident Leader. Network Rail is an accredited Disability Confident Leader. Someone’s health or disability can be a sensitive issue, but most people would prefer a concerned and genuine enquiry about how they are as opposed to silence. Published: 09.11.2020 Categories: News & Information, Latest news. If an employee has told you about their disability or health condition, as with any personal information, this should be treated as confidential. You have already undertaken the Disability Confident self-assessment and are a Disability Confident Employer. Level 3: Disability Confident Leader By stepping up to become a Disability Confident Leader, you’ll be acting as a champion within your local and business communities. 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. In October we became a Disability Confident Leader. becoming a Disability Confident Leader is to subject your self-assessment to an independent validation. I would recommend my organisation as a great place to work. It also includes the actions you need to take to renew your Disability Confident Leader status. 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). More from us. section to confirm: Challenge 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. The independent Thriving at Work Review recommended that employers should report more information about their actions on workplace mental health on a voluntary basis. A Disability Confident Leader. The award … John Lewis has been recognised as the "Disability Confident Leader" by the Department for Work and Pensions’ scheme for its action in hiring and retaining employees with disabilities. This section provides details of the process to renew your accreditation as a Disability Confident Leader. You can also find the answers to a number of frequently asked questions. 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? To find out more about how the Disability Confident scheme affects you, please see our guidance for applicants. If a member of your team wants to discuss their disability or health condition, conversations should be private and in a place where the individual is comfortable. The scheme supports employers to make the most of the talents that disabled people can bring to the workplace. Action plan that really made a difference to us as a Disability Confident Employer programme, employs. In October we became a Disability Confident scheme supports employers like you to make the most of process... 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