The Supported Wage System (SWS) applies to employees with disability and who have a reduced work capacity. Whether or not an adjustment has to be made depends on how ‘reasonable’ it is – and that’s something that will hinge on the individual circumstances of each case, and the resources of the employer. Updates throughout to reflect accreditation now lasts for 3 years. Level 2: to be a Disability Confident employer, organisations must commit to 13 statements and at least two actions grouped into two themes: “Getting the right people for your business” and “Keeping and developing your people”. An employer can take steps to help or encourage certain groups of people with different needs, or who are disadvantaged in some way, to access work or training. You have already completed the Disability Confident Employer self-assessment and are a Disability Confident Employer (Level 2). Retaining an employee who has become disabled means keeping their valuable skills and experience and saves on the cost of recruiting a replacement. It is voluntary and has been developed by employers and disabled people’s representatives. It is voluntary and has been developed by employers and disabled people’s representatives. If during that period, you have progressed to a higher level then the 3-year period will restart at the new level. Leadership As a Disability Confident leader you will be actively helping other employers make the journey to becoming Disability Confident. Level 2 HTML changes: replaced Work Choice mentions with Work and Health Programme, added more information about offering interviews to disabled people in section 3, added an email address to section 10, added information about the Disability Confident reference number to 'What happens next? On 2 November, alongside Penny Mordaunt, Minister of State for Disabled People, Permanent Secretaries committed all Civil Service departments to the Government’s new Disability Confident Scheme. To help us improve GOV.UK, we’d like to know more about your visit today. Often these adjustments will cost nothing or very little. Includes resources to help managers become disability confident, inform employees with disability, and how to make workplaces inclusive for people with disability. Being Disability Confident helps us to support our existing employees with their needs. The Disability Confident scheme has three levels that have been designed to support organisations. It’s always best to seek your own, independent legal advice if you’re unsure of your obligations in specific circumstances. Retaining an employee who’s become disabled means keeping their valuable skills and experience and saving on the cost of recruiting a replacement. Providing inclusive and accessible recruitment to all as well as remaining dedicated to supporting existing employees who have or may develop disabilities … Employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. You can find a copy of the Disability Confident branding guidelines on the Disability Confident website. This means that, in general, the: A condition that impeded participation in high level competitive sport, or that prevented playing a musical instrument to concert level performance, but that still allowed normal day to day activities would generally not be seen as a disability under the Equality Act. There are three levels of accreditation: Committed, Employer and Leader. Support any existing employee who acquires a disability or long-term health condition to stay in work. Fill in this form to confirm you have completed your self-assessment as a Disability Confident employer. A Disability Confident organization is a company, that puts policies into practice to ensure people with disabilities are included. Tips to improve self-esteem for people with disabilities. Aboriginal workforce. The Disability Confident scheme supports employers like you to make the most of the talents disabled people can bring to your workplace. This system is awarded by the Department for Work and Pensions (DWP) to employers who have agreed to take action to meet commitments regarding the employment of disabled people. It can help all your people fulfil their potential and contribute fully to your team’s success. To take the next step on your Disability Confident journey – moving from being Disability Confident Committed (Level 1) to Disability Confident Employer (Level 2) - you need to carry out a self-assessment, testing your business against a set of statements about employing disabled people. Updated and added several links for further advice and information. These help you fill vacancies more effectively. The aim of this commitment is to encourage positive action, encouraging disabled people to apply for jobs and provide an opportunity to demonstrate their skills, talent and abilities at the interview stage. It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people that meet the minimum criteria for the job. Business name * REQUIRED. Removed section about case studies and resources. It will take only 2 minutes to fill in. In addition, you’ll also commit to carry out at least 1 activity from the 9 in the additional list that will make a difference to disabled people. Disability Confident Scheme 'We must create a culture where people feel that telling their colleagues about their disabilities is not a sign of weakness. This publication is available at https://www.gov.uk/government/publications/disability-confident-guidance-for-levels-1-2-and-3/level-1-disability-confident-committed. Disability Confident. The Disability Confident scheme has three levels. Read on for more information on self-esteem and disabilities. 17.7% of the Australian population live with disability. This means we currently assess ourselves around these two themes: Getting the right people for your business. For information about coronavirus (COVID-19) please visit gov.uk/coronavirus. You’ve accepted all cookies. This means we currently assess ourselves around 2 themes: Getting the right people for your business Keeping and developing your people Also added updated level 1 PDF. In turn, I urge all civil servants to talk about how they can change the way they work to be more disability confident and help improve the performance of the whole team'. You must complete each level before moving on to the next. Making reasonable adjustments (such as changes to working patterns, adaptations to premises or equipment and provision of support packages) will ensure disabled workers are not disadvantaged when applying for and doing their jobs. A Disability Confidence organization thinks about the needs of people with disability when designing products and services, and when creating employment opportunities. Maximize the positive and minimize the negative. Examples of long-term conditions include: Long-term conditions can affect many parts of a person’s life, from their ability to work and have relationships, to their housing needs and educational attainment. Being Disability Confident is a unique opportunity to lead the way in your community, and you might just discover someone your business can’t The scheme has three levels that have been designed to support employers on their Disability Confident journey. We use cookies to collect information about how you use GOV.UK. But employers can reach the first two levels by just assessing themselves on their recruitment of disabled people and how they support existing disabled employees, after which DWP will send them a badge and a certificate. A Disability Confidence organization thinks about the needs of people with disability when designing products and services, and when creating employment opportunities. You must … Disability can be visible or non-visible, with a higher prevalence of non-visible disability in Australia. To take the next step on your Disability Confident journey – moving from being Disability Confident Committed (Level 1) to Disability Confident Employer (Level 2) - you need to carry out a self-assessment, testing your business against a set of statements about employing disabled people. About your business; Disability Confident reference number * REQUIRED. If you require a copy of your Disability Confident badge in a different format, please email the Disability Confident team dwp.disabilityconfident@dwp.gsi.gov.uk. Also added updated PDF version of level 2 guidance and updated self-assessment template. Don’t include personal or financial information like your National Insurance number or credit card details. Don’t worry we won’t send you spam or share your email address with anyone. They combine working with studying for a work-based qualification. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. There are now three additional steps that you need to take in order to become a Disability Confident Leader these are: 1. News. There are 3 levels designed to support you on your Disability Confident journey: You must complete each level before moving on to the next. Remploy was one of the first organisations to achieve Level 3 Disability Confident Leader status, and as such are able to help other employers to reach this level. You have already completed the Disability Confident Employer self-assessment and are a Disability Confident Employer (Level 2). There are many different types of mental health condition, including: Guidance is available on conditions that are not covered by the disability definition, for example addiction to non-prescribed drugs or alcohol. Jobcentre Plus offers a range of recruitment services and guidance that can help you as an employer. 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