Exploring disability confidence
and making a commitment to change
What does it mean to be Disability Confident - Committed (Level 1)?
Ensure recruitment process is inclusive & accessible
Ensure against discrimination
Job applicants are asked about their disability and health only to find out:
● Whether they are able to take part in the application / selection process or need
special arrangements or assistance (reasonable adjustments)
● Monitor the
diversity of applicants for jobs you advertise
● Support positive action for disabled people or recruit a person with a particular
disability.
You only ask applicants
relevant questions about their disability and health before you
interview them, if / when you interview and before deciding whether to give them a job, in
order to find out whether they can do something
essential to the job.
If an offer of the job is made conditional on passing a medical or responding to questions
about health and disability only if it is
reasonable.
Disabled candidates are rejected not because they’re disabled but because you are sure that
they can’t do the job.
Make job adverts accessible
Advertisements are written in plain English without unnecessary jargon acronyms and
technical language
Vacancies are advertised on websites which have accessibility options.
Advertisements mention you are a disability confident employers and will make adjustments to
the recruitment process for disabled applicants
Provide information in accessible formats (for example, large print)
Information including advertisements, information videos and job descriptions can be made
available in the following formats:
● Audio
● Easy read
● Audio description
● British Sign Language,
● Subtitles
● Large print
● Braille
Accept applications in alternative formats (for example, electronically)
Applications can be made in the following ways:
● Online
● Transcribed from a phone call
● Word document
● Completed on behalf of the applicant by supporter
● Paper document
Communicate and promote vacancies
Advertise vacancies through a range of channels
Advertise vacancies in the following ways
● Accessible website
● Local Work Choice providers
● Job centre Plus
● Libraries and community centres
Get advice and support from Jobcentre Plus, Work Programme providers,
recruiters and/or your local disabled people’s user led organisations
(DPULOs)
Work with a range of disability focussed organisations including user-led organisations and
Work Choice providers and regularly advertise vacancies with them. Also offer placements and
work trials and job carving of opportunities (where the role focuses on tasks the disabled
person is able to do and those they are unable to do are allocated to others)
Review current recruitment processes
A working group or individual take responsibility for this
Policies and processes are regularly reviewed
Statistics of number of disabled employees is tracked
Disabled applicants / employees opinion is sought and action taken.
Offer an interview to disabled people
Encourage applications from disabled people by offering an interview,
if they meet the minimum criteria for the job
(this is the description of the job as set by you the employer).
Emphasise you are a disability confident employer who welcomes disabled applicants
Ensure job descriptions are clear and include only those tasks and skills essential to the role
Explicitly state you will offer an interview to disabled applicants who meet the minimum job
requirements
Offer interviews to disabled applicants who meet the minimum job requirements
Publicise that you are able to make adjustments to the recruitment process for disabled
applicants and that you offer alternative methods such as work trials
Those involved in recruitment are fully aware of the alternative methods and adjustments you
can make
Anticipate and provide reasonable adjustments as required
Make sure disabled workers aren’t seriously disadvantaged
when applying for and doing their jobs.
Policy guidance covers adjustments to recruitment process
Reasonable adjustments are included in recruitment training
Adjustments to the recruitment process are made for different disabilities
Reasonable adjustment policy and process in place
Reasonable adjustments are included in line-manager training
Workplace adjustments are made for different disabilities
Reasonable adjustments to the recruitment process and in the workplace are reviewed
Support any existing employee who acquires a disability
or long term health condition, enabling them to stay in work
Retaining an employee who has become disabled means
keeping their valuable skills and experience and
saves on the cost of recruiting a replacement.
Reasonable adjustments are implemented for employees who have acquired a disability since
joining the company
Retention policy or reference to the importance of retention in policies regarding managing
sickness absence
Information about Access to Work and Mental Health Support Service is made readily available
to those who need it
Access to Work is used to support people to retain employment - including using the Mental
Health Support Service
Job coaching is considered for new employees as well those changing roles
Mentoring, coaching or buddy system is available
Access to an EAP or Occupational Health service is provided
Activity that will make a difference for disabled people
Offering at least one of the following to disabled people and others
Good practice - For each type the evidence should include policy and example
Work experience
Traineeships
Job shadowing
Supported internships
Work trials (Formal with JCP or informal)
Student placements
Paid employment
Sector based academy based placements
Apprenticeship