Being a Disability Confident Leader is important to Barclays, because it enables us to broaden our understanding of the needs of all stakeholders – customers, clients and colleagues – and as a result, work to create opportunities and improve life for everybody. 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. This is a step up from Disability Confident Employer, which we had previously attained, and the highest level of accreditation. 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. 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. Read how Marriott used ‘job carving’ to match Adam’s skills to the tasks that needed to be completed. We will support local businesses, by working with them to ensure they can accommodate people with physical and mental needs and they recognise how to support their employees. The process for validation involves the validators looking at each of the criteria and the evidence you provided in your Disability Confident Employer self-assessment and being assured that you: The validation template will help you and your validators with the process. 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 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. The Disability Confident Scheme supports employers to fully embrace the talents disabled people bring to the workplace. Employers who voluntarily report should aim to include information about: For part B, the recommended questions below will provide a starting point to measure the wellbeing of your employees. Theme 1 – getting the right people for your business: core actions. Possible validating groups/organisations for micro and small employers are: To validate your self-assessment, you may decide to enlist the help and support of disabled people that work for you, local disability organisations or DPULOs that you may have worked with in the past or in your community. Her manager said “it was obvious to me that there was more to Maddie than she was being given credit for”. The details of the actions you need to take are outlined below. At least 2 months before the expiry of your 3 year accreditation, you’ll receive a reminder email advising you that your accreditation will cease from a certain date. 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. 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. Disability Confident Leader. Level 3: Disability Confident Leader. 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. You may also be contacted by Jobcentre Plus, Department for Work and Pensions (DWP) and or a DWP Work and Health Programme provider to help you attract, recruit and retain disabled people. You’ll be showing disabled people that you are serious about leading the way and about helping other businesses to become Disability Confident. There’s no legal requirement for someone to disclose a disability to their employer. How you do this, and at what level, will vary depending on the size and nature of your business. St Leger Homes subscribes to the ‘Disability Confident’ employer scheme. If you can’t find your reference number, please email us at dwp.disabilityconfident@dwp.gov.uk. For us, it was a natural step to take. 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. Level 3: Disability Confident leader. The scheme helped us to create a focused action plan that really made a difference to us as a business. 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 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. - Ashok Vaswani, Global HO Consumer Banking & Payments. Here at Acacia Training, something that we are immensely proud of is our status as a Disability Confident Leader. 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. 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). By becoming a Disability Confident leader, we gained recognition among peers organisations. Every employer’s success depends on a healthy and productive workforce, and if employees feel valued and supported they’ll achieve more. Citizens Advice is currently at Level 2: Disability Confident Employer. Recording and voluntarily reporting information on disability, mental health and wellbeing may support an employer to: Actively promoting a positive approach towards health and wellbeing by the organisation, and a clear commitment to disability and inclusion, can encourage your team members to feel more confident about telling you about their disability or long-term health condition. 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. There are three tiers to being Disability Confident. From November 2019 there was a change in the criteria to be a Disability Confident Leader. Network Rail achieved Level 3 Status in September 2017. For part A, the framework is not strict on the content voluntarily provided in the section, as long as it provides context, is accurate and is complete. 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. It also includes the actions you need to take to renew your Disability Confident Leader status. 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. 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. 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. ), which is on the email we sent you, or more recently on your certificate. About WinVinaya Foundation WinVinaya Foundation, a Charitable Trust, is one of the very few NGOs in India which trains Persons with Disabilities(PWDs) in niche and futuristic skills including Software Development, Data Visualization, Robotic Process Automation(RPA) and more.. 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. “We are all learning from each other,” said KPMG partner and non-executive board member Tony Cates. Disability Confident Leader Kate Gilbert, February 19, 2018 May 7, 2019, Uncategorized, 0 . Employee health and wellbeing has been at the front of business decision making. Lifeworks Charity is now recognised as a Disability Confident Leader, the highest level of recognition on the Government’s Disability Confident Scheme. If an employee has told you about their disability or health condition, as with any personal information, this should be treated as confidential. Don’t worry we won’t send you spam or share your email address with anyone. In November 2017, the government’s Improving Lives command paper committed to working with partners, including employers, to develop a framework for voluntary reporting on disability and mental health. 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 leadership accreditation process included having their Disability … In June 2016, Sodexo reinforced its commitment to the inclusion of people with disabilities by signing the ILO Global Business Disability Network Charter. 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. The government believes that transparency and reporting are effective in driving the change required to build a more inclusive society. Disability Confident organisations play a leading role in changing attitudes for the better. The level of reporting should be proportionate to the size of the business. 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. According to the 2011 Census, India has a population of over 1.3 billion of which 20 million are PWDs. Check the list of organisations that can offer support. You may decide to use a mixture of these approaches. Keeping and developing your people. Advice & Guidance. If a person does not give you consent to share their information, this must be respected. Consent to share information about a disability or health condition must always be sought from the individual concerned. Your recruitment journey with us: 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. More and more businesses are signing up to Disability Confident every week. Suggestions of people, groups or organisations that can help to validate your application to become a Disability Confident Leader are given below. 1 October 2019 Capability Scotland is proud to announce our achievement of becoming a Disability Confident Leader. Being Disability Confident is just good business sense. In doing so, you’ll be showing disabled people that you’re leading the way in getting every business to become 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 size and complexity of your business will usually dictate how you go about this. I would recommend my organisation as a great place to work. 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. Employees vary in their preferences regarding what they tell their employer about their disability or health condition. Disability Confident Premium Package. 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. Channel 4 explained to staff why sharing their disability status was important to help them determine how they were doing, and how to improve and reassure them about confidentiality and how their data would be used. We will encourage and … Over the last 5 years, Thames Water has been on an incredible health and wellbeing journey and are proud to be a Disability Confident employer. 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. 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. This section provides details of the process to renew your accreditation as a Disability Confident Leader. We are delighted to have recently been assessed at the Leader stage for the work we are doing here at Bridgend College for inclusivity. They’re changing behaviours and cultures in their own businesses, networks and communities. For information about coronavirus (COVID-19) please visit gov.uk/coronavirus. These would be then used towards the final validation following the … The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to the workplace. We use this information to make the website work as well as possible and improve government services. In October we became a Disability Confident Leader. Auctus Management Group Ltd and its subsidiary businesses, RSS Infrastructure Ltd and INFRA Skills Ltd are proud to announce they have been awarded the Level 3: ‘Disability Confident Leader’ status, the highest and most prestigious level a Disability Confident member can achieve. 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. For all employers, leadership may include: 1. encouraging other emplo… The term ‘disclosure’ sounds formal and has negative and/or legal connotations for some people. 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. In September 2017 Citizens Advice became a Disability Confident Employer (Level 2). Positively managing mental health underpins good employee engagement and benefits everyone – employees, employers and the bottom line. In turn, I urge all civil servants to talk about how they can change the way they work to be more disability confident and help improve the performance of the whole team'. What level are Citizens Advice currently? The Disability Confident scheme supports employers like you to make the most of the talents disabled people can bring to your workplace. 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. Our training courses, access audits and consultancy is delivered by people with … Disability Confident organisations play a leading role in changing attitudes for the better. A Disability Confident Leader. The framework includes recommended questions, a series of prompts to shape an employer narrative and guidance on collection and reporting. 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. We’ll also send you a Disability Confident Leader certificate in recognition of your achievement and further information on how you can share your experience and provide case studies to help others on their Disability Confident journey. This will help you if you want to become a Disability Confident Leader and have your self-assessment validated. More information is available in the Thames Water annual report for 2018 to 2019. We've recently gained accreditation as a Leader of the Disability Confident Employer programme, which is brilliant news. See how they’re supporting Denise and benefiting from her skills. To be a Disability Confident Leader you must show you are offering at least one of the actions from this list. becoming a Disability Confident Leader is to subject your self-assessment to an independent validation. Level 3: Disability Confident leader – To achieve this the employer needs to have its self-assessment validated by someone outside of its business (not including DWP employees in jobcentres), and show what it has done as a Disability Confident Leader. 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. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. CH&CO is a Disability Confident Leader. 2. You have already undertaken the Disability Confident self-assessment and are a Disability Confident Employer. Level 3: Disability Confident Leader. How you do this, and at what level, will vary depending on the size and nature of your business. The scheme supports employers to make the most of the talents that disabled people can bring to the workplace. How our software can help you become a Disability Confident Leader. 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. 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. 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. Mind and the CIPD have also developed a good practice guide for managers to help them manage mental health issues at work. Listen Publisher of Able Magazine, Primas Media Ltd, has been accredited as a leader organisation of the Disability Confident Scheme. The Disability Confident scheme supports employers to make the most of the talents disabled people bring to workplace. Listen with empathy and respond with openness and common sense. The discussion does not need to be daunting. There are three tiers to being Disability Confident. 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. 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. section to confirm: Challenge For part B, you may wish to use the question: Do you consider yourself to have a disability or long term health condition (mental health and/or physical health)? This document lists the employers that have signed up to the Disability Confident scheme, and their status (committed, employer or leader). You can change your cookie settings at any time. To become a Disability Confident Leader, all businesses regardless of size will need to take action to report using the Voluntary Reporting Framework. This made them happier and more productive not only because they benefitted from more active support, but also because the burden of keeping their disability secret at work was removed. 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’ll encouraging other employers to make the journey to become Disability Confident. As a small employer, your business may be more complex than a micro employer and this will be reflected in the level of validation. 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. Award … in October we became a Disability Confident Leader find your reference,. 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