The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to your workplace. It has three levels. Evenbreak was one of the first few organisations to achieve level 3 (leader). Essentially, being disability confident means removing barriers that disabled people might face. Here are our top tips:
Know why you are doing this
There are dozens of benefits of employing disabled people. Do it to access the talent you need, not out of some kind of misguided sympathy!
Get buy-in from leaders
Inclusion affects the whole business, and has to be led from the top. Leaders play a vital role in modelling best practice and creating an open and inclusive culture.
Involve disabled people throughout the process
The real experts on inclusion are disabled people themselves. Involve disabled employees, or invite disabled people to give you feedback. Employee networks are great for this.
Review your recruitment processes to ensure they are inclusive
Pro-actively attract disabled candidates. Also, CVs and interviews may not reflect the talents of a disabled candidate. Ensure you use relevant, accessible and inclusive application and assessment methods. How accessible is your recruitment process?
Provide workplace adjustments
Employers should offer and provide necessary adjustments throughout the recruitment process and during employment. These enable disabled employees to work effectively.
Support existing employees who are or who become disabled
2% of people of working age acquire an impairment or long-term health condition every year. Make sure you don’t lose valuable people by being unprepared to be flexible.
Train and equip all staff to be confident and competent around inclusion
It’s important that all staff are trained in unconscious bias and disability awareness, and have access to resources to ensure their confidence and competence in inclusion.
Remove any barriers to career progression
Employing disabled people is just the start. A disability confident company will also help to nurture that talent by offering training, mentoring and opportunities for progression.
Provide opportunities for engaging disabled people
These might include work trials, apprenticeships, internships, job shadowing, work experience, holiday placement or other opportunities.
Encourage your supply chain to be disability confident too
Once you are disability confident, ensure that partners and suppliers follow your good practice. Ensure that inclusion forms part of your procurement process.
To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/
To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs