As the number of people in the UK classed as disabled continues to rise, government initiatives like the Disability Confident Scheme (DCS) become even more vital. With access to free advice and resources, employers can take proactive steps to recruit and retain disabled talent, provide tailored support, and empower individuals to reach their full potential. Use this handy guide to find out how your organisation can get involved and make a difference.
Launched in November 2016 by the UK Government’s Department for Work and Pensions (DWP), the Disability Confident scheme was introduced to encourage British employers to become more inclusive and supportive of disabled workers. Through the scheme, employers can access free guidance and resources, which help them to both breakdown barriers faced by disabled people and find ways to recruit and retain disabled individuals.
In 2022, it was reported that the number of job ads posted by Disability Confident employers had surged by 1,100 percent over five years, indicating that the scheme has gained some traction. However, the ongoing high unemployment rates among working-age disabled individuals tell us that progress is still needed.
While there isn’t an exhaustive list to refer to, according to the Equality Act 2010, a person is considered disabled if they have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on their ability to do normal daily activities.
This can include fluctuating conditions like arthritis, fibromyalgia, and multiple sclerosis, and progressive diseases such as motor neurone disease and Parkinson’s disease. It can also include long-term mental health conditions like anxiety, depression, and bipolar disorder, as well as developmental disorders like ASD (Autism Spectrum Disorder) and ADHD (Attention Deficit Hyperactivity Disorder).
If you or one of your employees is unsure about a condition, the best thing you can do is review all the criteria outlined in Section 6 of the Equality Act 2010. If you get stuck, there are some helpful tips and examples to help you check for disability on the Citizen’s Advice website.
Creating more inclusive and accessible workplaces for disabled individuals is about equity (fair treatment). Since the average workplace is designed for non-disabled employees, we have to do more to ensure disabled individuals are included, supported, and able to thrive. Once barriers are removed and success is available to all staff, organisations can experience some fantastic benefits. These include:
Attracting and retaining quality talent: When businesses become Disability Confident employers, they gain access to a wider talent pool and show potential employees (both disabled and non-disabled) that they’re committed to inclusive hiring practices. This helps them to attract diverse, skilled candidates and build a more loyal workforce. The scheme also enables organisations to support existing disabled employees.
Better productivity and business success: When we create inclusive workplaces and remove barriers, success happens. For example, in Australia, neurodiverse employees from Australia’s Department of Human Services were shown to be 30% more productive than their fellow employees. In a study from the USA, it was also shown that companies who excel in key disability inclusion criteria have been able to generate 1.6 times more revenue, 2.6 times higher net income, and double the economic profit compared to their peers.
Improving staff wellbeing and morale: When employees see their workplace actively supporting accessibility and inclusion, it boosts overall job satisfaction and creates a more positive work environment for everyone. This leads to higher engagement and better team collaboration.
Saving time and money: By prioritising accessibility and inclusion, organisations can save time and money by reducing staff turnover and sickness. This prevents companies from having to recruit and train new staff or find cover when staff are absent.
In 2021, ONS reported that only 53% of disabled individuals were employed, compared to 81.6% of non-disabled individuals. The reality is, that many disabled people want to work, yet they exist in a world that’s not designed with their needs in mind. This can make tackling even simple day-to-day tasks exceedingly difficult – let alone navigating the workplace.
Fortunately, the Disability Confident scheme has the potential to change this reality.
Consider the challenges faced by someone with a visual impairment. Imagine a scenario where, after years of searching, a visually impaired individual finally secures a job, only to lose it because their workplace isn’t properly equipped with the assistive technology or adjustments they need. Imagine how isolating and frustrating that must feel.
Thanks to the Disability Confident scheme, these individuals can now find employers who are willing to provide access to accessible software and adjustable workstations, offer the right support, and arrange inclusive training for all employees.
For disabled employees and job seekers, the scheme can change their prospects entirely. They can go from feeling permanently deflated and sidelined to having the chance to build an exciting, fulfilling career where they are valued, supported, and able to thrive.
For those following the Disability Confident scheme, there are three levels involved:
Level 1 – Disability Confident Committed: Level 1 is about committing. It asks that employers agree to specific Disability Confident commitments and select one or more activities to complete that will make a difference for disabled people. These activities include offering apprenticeships, internships, and work trials to disabled people.
After completion of level 1, a company will receive a confirmation of membership, a Disability Confident certificate, a Disability Confident Committed badge, and further information to help them continue on their Disability Confident journey.
Level 2 – Disability Confident Employer: At level 2, companies are required to complete a ‘self-assessment’ of their organisation and show confirmation that they are employing disabled people. Self-assessments are based on both ‘getting the right people for the business’ and ‘keeping and developing’ employees.
After reaching level 2, a business is recognised as ‘going the extra mile to ensure disabled people get a fair chance’. They then become registered as a ‘Disability Confident Employer’, which lasts for three years. A new certificate and badge is also awarded at this stage.
Level 3 – Disability Confident Leader: The final stage focuses on becoming a Disability Confident Leader. This involves becoming a disability advocate within both the local area and within business communities.
To achieve this, businesses must ensure their self-assessment from level 2 has been independently validated, provide a short statement outlining past actions or future actions that will be taken as a Disability Confident Leader, show proof they are employing disabled people, and publicly report information on disability, mental health, and wellbeing.
Once a business is recognised as a Disability Confident Leader, they receive confirmation that their self-assessment is complete and valid, along with a new badge and certificate.
All badges can be used on business stationery, social media, and communications.
Joining at Level 1 only takes a few minutes. If you’d like to get your organisation involved, head to the government website’s page to sign up for the scheme. Whether you’re at level 1, 2, or 3, you can renew your Disability Confidence status online after three years.
Our small but mighty team builds leading-edge software that people love. We pride ourselves on a user-led approach to product design. The voice of the customer shapes what we create and that’s exactly how great assistive tech should be made.
