Listen with empathy and respond with openness and common sense. A Disability Confident Leader. 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. Level 2: Disability Confident Employer. The first 4 questions are from the Annual Population Survey conducted by the Office for National Statistics: The following questions (including ranking of a response to a statement) are based on principles of wellbeing, for example health, security, environment, relationships and purpose, as recommended by the What Works Centre for Wellbeing: When you have successfully undertaken the actions and activities to be a Disability Confident Leader, you’ll need to complete this form to request to become a Disability Confident Leader. There’s lots of great technology out there to help you take Disability Confidence further in your organisation, and below we’ve set out some ways that our products can help you get to the Leader level stage of the … To validate the self-assessment, you may decide to enlist the help and support of a group of disabled customers or disabled people that work for you, disability organisations and/or DPULOs that you may have worked with in the past, or disabled people based in the local community. It is divided into 2 parts: one on disability and one on mental health and wellbeing. The upgrade follows work carried out by our HR and Employment teams, who submitted the evidence needed to achieve the new status. 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. The senior leadership team launched these videos alongside the wider strategy, giving important context. As a Disability Confident Employer you’re already benefitting from being able to draw from the widest possible pool of talent, and are securing, retaining and developing disabled staff who are skilled, loyal and hard-working. Disability Confident . You may find it easier to complete this in advance. More information is available in the Thames Water annual report for 2018 to 2019. Leader. 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. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. By stepping up to being a Disability Confident Leader your business can gain recognition from: You’ll also be acting as a champion for Disability Confident within your local and business communities. DWP documents obtained by Disability News Service (DNS) through a freedom of information request show how it was “validated” as a “Disability Confident Leader” on 4 November 2016, just days before the report by the UN committee on the rights of persons with disabilities was published. In addition to undertaking the challenge and leadership steps, you’ll also need to confirm you’re employing disabled people and take a third step – reporting on disability, mental health and wellbeing in the workplace, using the Voluntary Reporting Framework. We've recently gained accreditation as a Leader of the Disability Confident Employer programme, which is brilliant news. We then put together three to four Disability Confident Leadership statements as part of a short narrative on what the LGA will do to show their commitment as a Leader. The independent Thriving at Work Review recommended that employers should report more information about their actions on workplace mental health on a voluntary basis. 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. You have already undertaken the Disability Confident self-assessment and are a Disability Confident Employer. By stepping up to become a Disability Confident Leader, you will demonstrate leadership by looking outwards and promoting Disability Confident across your business sector and supply chain. 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. To be a Leader means doing the right thing, setting the right example, and sharing best practice. Don’t include personal or financial information like your National Insurance number or credit card details. 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. The key here is having the self-assessment validated by people or organisation that can provide an appropriate level of challenge based on their own knowledge, skills and expertise. For all employers, leadership may include: 1. encouraging other emplo… 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. This means we currently assess ourselves around these two themes: Getting the right people for your business. 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. We're really proud that our Disability Confident status has been upgraded to the level of 'leader'. Their centrepiece was a series of ‘This Is Me’ videos where disabled staff and their managers shared their stories, many for the first time. The scheme helped us to create a focused action plan that really made a difference to us as a business. Self-assess your business against the themes of getting the right people for your business, and keeping and developing your people. The Disability Confident Scheme supports employers to fully embrace the talents disabled people bring to the workplace. Primas Media has historically supported the Government’s Disability Confident scheme. How you do this, and at what level, will vary depending on the size and nature of your business. In September 2017 Citizens Advice became a Disability Confident Employer (Level 2). Here at Acacia Training, something that we are immensely proud of is our status as a Disability Confident Leader. 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. Reporting on disability, mental health and wellbeing: You’ll find further details and guidance on each step in the following sections. You may decide to use a mixture of these approaches. Employees vary in their preferences regarding what they tell their employer about their disability or health condition. Our organisation is committed to equal opportunities and getting involved with the disability confident scheme has had a positive impact on our business. More from us. They’re changing behaviours and cultures in their own businesses, networks and communities. The term ‘disclosure’ sounds formal and has negative and/or legal connotations for some people. 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. 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. 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. In return, we’ll confirm your status and send you a Disability Confident Leader badge that you can use in your own business stationery, social media and other communications for 3 years. 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. 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. 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. You’ll also need your Disability Confident reference number (this starts DCS00…. The leadership accreditation process included having their Disability … Consent to share information about a disability or health condition must always be sought from the individual concerned. In the past year we have had great success as a Disability … We’re A Disability Confident Leader! There are now 3 additional steps that you need to take in order to become a Disability Confident Leader: 3. It’s expected that most will choose to reflect this in their annual report and accounts, or on their website. 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. The award … To become a Disability Confident Leader, all businesses regardless of size will need to take action to report using the Voluntary Reporting Framework. The scheme helps employers recruit and retain great people, and: It also helps customers and other businesses identify those employers who are committed to equality in the workplace. - Ashok Vaswani, Global HO Consumer Banking & Payments. We will also act as a community champion for Disability Confident. Ask people to ‘share’ or ‘tell’ rather than ‘disclose’ or ‘declare.’. Thames Water believes it can serve customers, support colleagues and work better together if it has a diverse, understanding and inclusive workforce, with employees who feel pride in working for an organisation that encourages, supports and respects individual differences. We can … 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 … 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. Auctus Management Group Achieve Disability Confident Leader 23/09/2019 . We use this information to make the website work as well as possible and improve government services. How you do this, and at what level, will vary depending on the size and nature of your business. 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. 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. 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. Wider strategy, giving important context good employee engagement and benefits everyone employees! The award … in October we became a Disability … we ’ d like to more. 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