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. 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. overall, how satisfied are you with your life nowadays? Seven things Kier have … 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. To become a Disability Confident Leader, all businesses regardless of size will need to take action to report using the Voluntary Reporting Framework. You’ll also receive a regular newsletter and access to members only Disability Confident LinkedIn and Facebook sites. For small businesses, or those in remote areas, you might involve local disabled people that you come into contact with as customers in your community – the key is involving people who will challenge your self-assessment. This means, where a disabled applicant meets the essential criteria for any of our vacancies, they will receive an interview. It also includes the actions you need to take to renew your Disability Confident Leader status. In October we became a Disability Confident Leader. The scheme recognises that we have taken active leadership in supporting disabled people in our workplace, as well as encouraging and helping other employers to do the same. 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. There’s no legal requirement for someone to disclose a disability to their employer. 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 … Mind and the CIPD have also developed a good practice guide for managers to help them manage mental health issues at work. If you can’t find your reference number, please email us at dwp.disabilityconfident@dwp.gov.uk. It can help all your people fulfil their potential and contribute fully to your team’s success. You’ll be showing disabled people that you are serious about leading the way and about helping other businesses to become Disability Confident. These can include asking an existing Disability Confident Leader business to undertake the validation, involving an external disabled person’s organisation with the necessary expertise, or involving disabled people inside and outside the business. A Disability Confident Leader. We will also act as a community champion for Disability Confident. 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. The details of the actions you need to take are outlined below. 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. Louis and Ross from Lloyds Banking Group explain how working for a Disability Confident Leader benefits them, and the organisation. We’re a Disability Confident Leader. As a Disability Confident leader you will be encouraging other employers to make the journey to become Disability Confident. This means we currently assess ourselves around 2 themes: Getting the right people for your business. In the past year we have had great success as a Disability … We’re A Disability Confident Leader! For us, it was not knowing where to start on our journey. Network Rail achieved Level 3 Status in September 2017. Consent to share information about a disability or health condition must always be sought from the individual concerned. 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. Disability Confident Leader. This pack provides the details on the process, guidance and links to resources, to enable your business to progress from a Disability Confident Employer to become a 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. The aim is that using the framework you’ll report on 2 areas: For each area there are 2 parts, part A and part B. Using more informal, everyday language might help to break down the barriers around discussing disability. 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. Sainsbury’s, which employs over 190,000 colleagues, is the largest retailer to achieve this status. As one of the first organisations in the UK to achieve Level 3 Leader accreditation, Purple is perfectly placed to support you. The level of challenge should be proportionate to the size of the business. To be a Leader means doing the right thing, setting the right example, and sharing best practice. Kate Nicholls, Chief Executive, UKHospitality. The scheme helps them think differently about disability, and improve how they attract, recruit and retain disabled workers. You may find it easier to complete this in advance. How our software can help you become a Disability Confident Leader. The validation will require, for example, documentary evidence, examples of recruitment and retention policies and practices, best practice initiatives and evidence of issues/concerns that have been managed effectively. Suggestions of people, groups or organisations that can help to validate your application to become a Disability Confident Leader are given below. You can change your cookie settings at any time. Your recruitment journey with us: 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. 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. 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? It aims to help employers make the most of the opportunities provided by employing disabled people. The upgrade follows work carried out by our HR and Employment teams, who submitted the evidence needed to achieve the new status. Within 2 weeks, 90% of employees had uploaded their diversity data and the percentage sharing a disability increased from 3% to 11.5%. Lifeworks are now in the company of just 2% of Disability Confident employers in the whole of the UK that have attained Leader status. 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. 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