The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to the workplace. The framework itself is a 2 page guide to support employers to take a first step on the journey towards greater transparency. They’re changing behaviours and cultures in their own businesses, networks and communities. I feel safe from threats and physical hazards in my work environment, I am satisfied with my physical working environment, my work gives me the feeling of a job well done, you have had your self-assessment validated, and by whom, your validator agrees with your evidence and assessment, and that you’re delivering against all of the core actions as a Disability Confident Employer, where you choose to publicly report will intend to do so within the next 12 months, you’re including a narrative of the activities you have or are taking in support of being a Disability Confident Leader, undertake a review of your self-assessment and update your evidence template, including your evidence on Voluntary Reporting, arrange for your self-assessment to be re-validated, details on what is required are contained in the challenge section above, improve employee engagement and retention, with consequent gains for performance and productivity – engaged employees are less likely to report workplace stress and take fewer days’ sickness absence, put effective adjustments in place for that individual, giving them the opportunity to fully utilise their skills and abilities, better understand the experiences of disabled people and people with mental health conditions in their workforce, better monitor internal progress in building a more inclusive environment for employees, access a wider pool of talent and skills through promoting inclusive and disability friendly recruitment, retention and progression policies, set an industry example in driving a cultural shift towards increased transparency, better serve and connect with disabled customers and communities, capitalising on spending power, engage in open and supportive conversations about disabilities and health conditions to help enable employees to remain in work and achieve their potential, mental health first aiders introduced across the business, expansion of the internal clinical occupational health team to support the business in case management, health screening, health surveillance and wellbeing, an occupational health team which now processes on average 100 referrals per month, 98% of which are for non-work related issues (up to 80% of the cases referred every month are for those still in work), Water Wellbeing Week – a dedicated health and wellbeing week every year to act as a catalyst for engagement, openness and transparency. In doing so, you’ll be showing disabled people that you’re leading the way in getting every business to become Disability Confident. We have also changed the terms of membership to make explicit the requirement that Level 2 and 3 employers employ disabled people. You’ve accepted all cookies. We act as a champion within our local and business community, our supply chain and our networks. They knew that improving disability employment was not just about attracting, recruiting, and retaining disabled talent, but also creating a culture that enables staff to disclose a disability. It is creating a movement of change and encouraging companies in all sectors to think … As one of the first organisations in the UK to achieve Level 3 Leader accreditation, Purple is perfectly placed to support you. You may find it easier to complete this in advance. We will proactively support you through all three levels of the Disability Confident accreditation scheme, supporting your organisation from Level 1 Committed to Level 3 Leader via an approach which is bespoke and personalised to your organisation. By stepping up to being a Disability Confident Leader businesses can gain recognition from: disabled staff in their business; disabled people outside their business; other businesses; their customers; the wider community; They will also be acting as a champion for Disability Confident within their local and business communities. The level of challenge should be proportionate to the size of the business. We aim to show disabled people that we are serious about leading the way and about helping other businesses to … Level 3: Disability Confident Leader. For part B, you may wish to use the question: Do you consider yourself to have a disability or long term health condition (mental health and/or physical health)? Possible validating groups/organisations for medium-sized employers are: As a medium-sized employer you’re likely to have a more complex business than a micro/small employer, and this will be reflected by you providing more detailed evidence to the validators. It also acts as a catalyst for continuous improvement by taking employers on a journey from Disability Committed (level 1) to Disability Confident Employer (level 2), progressing to Disability Confident Leader (level 3). 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. 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