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We are a Disability
Confident Employer

The Disability Confident Scheme provides a starting point for employers to develop environments that are more accessible and improve how they recruit, retain and provide development opportunities for disabled people within their organisation.

We are proud to be a Disability Confident Leader.

Find out more
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Why we need Disability Confident employers

Approximately 24% of the UK population (around 16 million people) report a disability and more than 7 million of those are of working age, yet only half (3.5 million) are in work. Many more would like to. A DWP study found that of the ‘economically inactive’ people who were surveyed, disabled people were consistently higher in indicating that they wanted to work, with an average of 26.6% against 19.7% for those classified as ‘non-disabled’.

It’s essential organisations help bridge this gap by taking steps to ensure that the workplace is accommodating to disabled employees’ requirements, and that people policies and culture reflect a commitment to enabling all employees to thrive, contribute and feel valued.

Supporting Sign Language Week

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Subtitles aren’t always enough. The British Deaf Association notes that for over 87,000 deaf people in the UK, BSL is their preferred language. From 16–22 March, we are proud to support Sign Language Week and this year’s theme, ‘United in Sign’ - a celebration of heritage and identity.

At the heart of this week are two vital messages: a celebration of pride for the Deaf community, and an invitation to allyship for hearing persons. We are committed to removing barriers to information; that’s why we provide British Sign Language (BSL) on all our on-demand webinars and videos to ensure our insights reach everyone.

 

<strong>On-demand webinars</strong>

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Our commitments to inclusion

To be recognised as a Disability Confident Leader, organisations must:

Recruitment

Ensuring recruitment processes are inclusive and accessible

  • Proactively preventing discrimination through diversity and inclusion training for interviewers

  • Making job adverts accessible

  • Providing information in accessible formats

  • Accepting applications in alternative formats

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Vacancies and applications

Promote vacancies that encourage applications from disabled people

  • Advertising vacancies through a range of channels to encourage applications

  • Use a Disability Confident badge to ensure potential applicants know you are an inclusive employer

  • Receiving advice from Jobcentre Plus

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Interviews

Offer interviews to disabled people who meet the job requirements

Disabled applicants must inform the organisation that they have a disability. But as long as they meet the minimum criteria for the job on offer, the aim of this commitment is to encourage disabled to people to apply for jobs and provide them with an opportunity to demonstrate their skills, talent and abilities.

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Reasonable adjustments

Anticipate and provide reasonable adjustments as required

All 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. Workplace adjustments don’t have to cost much; in fact, many cost nothing at all. Disabled workers can also apply for Access to Work funding for employment related support above the level of statutory reasonable adjustments.

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Ongoing support

Support existing employees who acquire a disability

Retain employees who become disabled and keep their valuable skills and experience. Organisations will also need to identify at least one activity that they will carry out to make a difference for disabled people. This can include:

 

  • Work experience
  • Providing work trials
  • Paid employment
  • Apprenticeships
  • Job shadowing opportunities
  • Traineeships
  • Paid internships and supported internships
  • Student placements
  • Sector-based work academy placements

This improves employee experiences and supports recruitment cost efficiencies 

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Additional inclusivity tips:

As part of being a Disability Confident employer, organisations can go above and beyond to ensure that services and insights are accessible to all. Here are just some of the things we do:
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BSL interpretation on videos

We provide British Sign Language (BSL) overlays on all of our videos to ensure that the insights are accessible to all. 

 

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InclusivityPlus

Having dedicated ways of supporting inclusivity helps. For example, our InclusivityPlus team meets every month to explore new ways to champion inclusion across the group businesses and to embed inclusive best practice into everyday work. 
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Ongoing EDI training

As part of our commitment to EDI, we provide ongoing training to our staff to improve confidence and awareness of disabilities.

 

Find out how we can support your organisation
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