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. 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. 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. Network Rail is an accredited Disability Confident Leader. Diversity and inclusion is a business imperative for Sodexo. Level 3: Disability Confident Leader. In doing so, you’ll be showing disabled people that you’re leading the way in getting every business to become Disability Confident. 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 Leader. 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. Within 2 weeks, 90% of employees had uploaded their diversity data and the percentage sharing a disability increased from 3% to 11.5%. The government believes that transparency and reporting are effective in driving the change required to build a more inclusive society. For us, it was not knowing where to start on our journey. 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. We’re a Disability Confident Leader. 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. There are three tiers to being Disability Confident. ), which is on the email we sent you, or more recently on your certificate. Seven things Kier have … We can … The framework includes recommended questions, a series of prompts to shape an employer narrative and guidance on collection and reporting. 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. Their centrepiece was a series of ‘This Is Me’ videos where disabled staff and their managers shared their stories, many for the first time. 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. This captures how an employer is seeking to support their employees to create an open and supportive culture around managing health at work. Level 3: Disability Confident Leader. 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. Don’t include personal or financial information like your National Insurance number or credit card details. Disability Confident . 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. We will encourage and … 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. The Government’s Disability Confident scheme aims to help UK employers successfully employ and retain disabled people and those with health conditions, … It aims to help employers make the most of the opportunities provided by employing disabled people. 2. To be a Leader means doing the right thing, setting the right example, and sharing best practice. 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. For information about coronavirus (COVID-19) please visit gov.uk/coronavirus. Level 3: Disability Confident leader. Theme 1 – getting the right people for your business: core actions. From November 2019 there was a change in the criteria to be a Disability Confident Leader. 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. Disability Confident Leader. Disability Confident organisations play a leading role in changing attitudes for the better. 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. We act as a champion within our local and business community, our supply chain and our networks. 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. Disability charity Scope’s report Let’s talk: improving conversations about disability at work includes tips for employers to encourage employees to share information about their disability or health condition. 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