This is an HTML version of an attachment to the Freedom of Information request 'Implementation of the disability elements of the Equality Act 2010.'.

 
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