Skip to main content

Plan to become a disability confident organisation

A disability confident organisation understands disability and identifies ways to remove barriers to employment and promotion.

 

5 Step plan to becoming a disability confident organisation

Following these 5 steps developed by the Employers Disability Network can help you to become a disability confident organisation

Step 1: Get buy in from senior management

  • Clearly identify the rationale for being disability confident to your organisation’s senior management/ board
  • Develop a business case for creating a disability confident organisation

Step 2: Assess where you are at in your disability confident journey

  • The Employment Charter outlines what a best practice disability confident organisation could look like.
  • Survey your organisation to find out where your organisation is at and any areas that need more work.

Employment Charter

This employment charter is a best practice framework of 10 action points to make it easier for employers to draft policy and practices supporting the employment of people with disability to reinforce long term strategic change. Employers can use it to develop action plans linked to business objectives which can be implemented consistently across their organisations. It was developed by the Employers’ Disability Network (now replaced by Be.Employed (external link) ).

1. Diversity/ equal opportunities policy and procedures

Supporting employment of people with disability is an essential part of diversity/ equal opportunities policies and practices.

2. Staff training and disability awareness

Specific steps are taken to raise awareness of disability throughout the organisation.

3. The working environment

Specific steps are taken to make sure the working environment doesn’t stop people with disability from doing jobs they are qualified for.

4. Recruitment commitment

Recruitment procedures are developed which encourage applications from, and employment of, people with disability.

5. Career development

Specific steps have been taken to ensure that employees with disability have the same opportunity as others to develop their full potential within the organisation.

6. Retention, retraining and redeployment

Full support is given to current employees who get a disability, so they can keep or return to a job in the organisation that is right for their experience and abilities.

7. Training and work experience

People with disability are involved in work experience, training and education.

8. People with disability in the wider community

The organisation recognises and is responsive to people with disability as clients, suppliers, and members of the community at large.

9. Involvement of people with disability

Employees are involved in putting the agenda in place to make sure that if possible, the employment practices recognise and meet their needs.

10. Monitoring performance

The organisation monitors its progress in putting in place the action points. Performance against objectives is reviewed at board level annually and put in the annual report.

Step 3: Develop your action plan

To help you build your action plan, use our information on best practice in areas such as:

  • Accessibility
  • Disability awareness
  • Recruitment
  • Reasonable accommodation
  • Developing line managers to implement changes in your organisation
  • Keeping existing employees.

Step 4: Helpful resources

You can find more information to help you from a variety of sources. Visit our resources page for more information.

Step 5 Re-Assess

Regularly (eg yearly) reassess your organisation’s progress.

Still haven't found what you're looking for?