Through Disability Confident, thousands of To help us improve GOV.UK, we’d like to know more about your visit today. Many adjustments are straightforward and easy to carry out – particularly if there’s been a little lateral thinking about how an accommodation can be reached. Whether or not an adjustment has to be made depends on how ‘reasonable’ it is – and that’s something that will hinge on the individual circumstances of each case, and the resources of the employer. The Disability Confident campaign is about making disability confidence your business. This can be done by ensuring all employees have sufficient disability equality awareness, taking into account their role. Ticked Off – Going through the Motions of Replacing Two Ticks (wheresthebenefit.blogspot.com) , November 2016. Someone is disabled under the Equality Act 2010 if they have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ adverse effect on their ability to carry out normal day-to-day activities. You do not need to send us your self-assessment. To take the next step on your DC journey – moving from being Disability Confident Committed (Level 1) to Disability Confident Employer (Level 2) - you need to carry out a self-assessment, testing your business against a set of statements about employing disabled people. You’ll have already signed up as a Disability Confident Committed employer and the next part of your journey continues with: You’ll find further information and guidance on what to do in the ‘What happens next’ section. You can change your cookie settings at any time. It was developed by employers and disabled people’s representatives to make it rigorous but easily accessible – particularly for smaller businesses. The self-assessment is grouped into 2 themes: For each of the 2 themes, you’ll need to agree to take all the actions set out in the core actions list and at least 1 from the activity list. The Stevenson/Farmer Review: Thriving at Work is a good source of advice for businesses of all sizes to help you develop your company’s approach to raising mental health awareness, and creating the right support to enable people to fulfil their potential at work. 1.37MB. This figure is often referred to as the Purple Pound. Work and pensions secretary Iain Duncan Smith has been accused of lying to his own party conference about the success of his campaign to encourage employers to be more “disability confident”. This might include temporary reductions in hours, changes to work patterns and any necessary reasonable adjustments. Disability Confident and the CIPD are enormously grateful for their advice and feedback. It’s about creating positive messages in company literature, statements and plans, and challenging any negative images or prejudicial statements. Typically, the intern will work full time for a certain employer, where they’ll gain experience and basic knowledge about a particular business discipline. Enter your evidence for each activity you’ve chosen in the self-assessment template. Your business may have developed other innovative and effective approaches beyond what we’ve set out here. You need to take at least 1 of the activities below to become a Disability Confident Employer. A paid internship is a period of paid work experience between 1 and 4 months, aimed at college or university students and usually taking place during the summer. Managers and supervisors will need to understand how to support their disabled staff. It can be informal or by agreement with Jobcentre Plus. If this is agreed with Jobcentre Plus, an employer can offer a work trial if the potential job is for 16 hours or more a week and lasts for at least 13 weeks. Please note this is general advice only and cannot by its nature deal with all circumstances. In turn, this helps to attract applications from disabled people for vacancies or other opportunities you’re offering. More work experience guidance is available from: This is a way of trying out a potential employee before offering them a job. Apprentices must be paid at least the minimum apprenticeship wage. In these circumstances the employer, could select the disabled candidates who best meet the minimum criteria for the job rather than all of those that meet the minimum criteria, as they would do for non-disabled applicants. Appropriate organisations include: Disabled people’s user led organisations (DPULOs) are run by and for disabled people. This will be particularly important for staff taking on line management responsibilities. If you require a copy of your DC badge in a different format, email the DC team dwp.disabilityconfident@dwp.gov.uk. This will help you if you want to become a Disability Confident Leader and have your self-assessment validated. There are 3 levels designed to support you on your DC journey: You must complete each level before moving on to the next. Employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. There are already almost 5,000 Disability Confident organisations across the UK, and CIPD research suggests that employers will benefit from the new and innovative ideas that disabled employees can bring to the workplace. An employer can take steps to help or encourage certain groups of people with different needs, or who are disadvantaged in some way, to access work or training. A supported internship is aimed at disabled people still in education who are seeking work experience and knowledge about a business discipline but whose disability is such that they need special support, often including a support worker or work coach to help them in the workplace. For example, loss of productivity up to and after the employee leaves, administration costs associated with them leaving (returning working items, exit interviews, closure of IT accounts, removal from pay system), producing job adverts, advertising vacancies, interviewing candidates and planning for and providing the necessary induction and training to get them started and doing the job. You’ve accepted all cookies. Disability Confident can also help develop the skills and insight to better tap into the estimated £249 billion of spending power that disabled people and their families can wield. 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