“New” Disability Confident Scheme – worth doing?
Evenbreak’s CEO and Founder, Jane Hatton, shares her thoughts on the Disability Confident scheme being reviewed …
The government is overhauling its Disability Confident scheme, which I believe is really good news. The assumption behind the Disability Confident scheme (that genuine disability inclusion requires employers to remove the barriers experienced by disabled people in the workplace) cannot be faulted. However, most people agree that there were severe limitations to the original scheme. Sir Charlie Mayfield (author of the recent “Keep Britain Working” review), said the scheme “lacks teeth”. Research conducted by Kim Hoque and Nick Bacon discovered that Disability Confident-certified employers do not employ proportionately more disabled people than non-certified employers, or provide disabled people with better experiences of work. And it hasn’t budged the disability employment gap whatsoever.
The scheme, which has three levels of certification, is set to be improved in a number of ways. Employers will no longer be able to sign up to level 1 (Committed) and stay there permanently, proudly displaying their badge. They will be required to progress within two years, or leave the scheme. Support for SMEs will be included, so the scheme can benefit all employers. The views and voices of disabled people will inform the scheme.
There is no requirement in the current scheme for signed-up employers to actually employ any disabled people at all. This doesn’t appear to be changing in the new version, although if the upcoming Equality (Race and Disability) legislation includes mandatory disability employment and pay gap reporting, as we hope, then disability employment numbers should become easier to track.
Should an employer join the Government’s scheme
As an employer, then, is it important to join the scheme? I think the answer is, ‘it depends’. If you are just interested in a free scheme that results in a badge, I’d suggest not to bother. Similarly, if you are relying on the scheme to be the sole solution to disability inclusion within your company, you may be sadly disappointed.
However, as a tool, it can play a really useful part in your disability inclusion journey if you put the right things in place around it.
Some of the benefits you could reap from the scheme:
- The Disability Confident Scheme offers a framework based on good practice around disability inclusion generally, and inclusive recruitment in particular
- The need to find evidence to support your good practice for the external validation of level 3 (Leader) can mean you focus on impact as well as implementation
- The level 3 assessment will open you up for constructive scrutiny from a peer, which can be really helpful
- Having the level 3 (Leader) accreditation indicates to disabled candidates that disability is included in your diversity, equity and inclusion ambitions and plans
Conclusion
Do I think the Disability Confident scheme could (and should) be further improved? Absolutely, yes. Do I think that, even so, it can meaningfully contribute towards disability inclusion? Also, yes. Provided employers embark on the scheme with the right intent (to employ and retain more disabled employees, and for them to thrive and progress within their company), and provided they are given the right support, from professionals with lived experience.
Evenbreak (ourselves Disability Confident Leaders, and who only employ disabled people) are perfectly placed to support employers on this journey. Not just to get a badge, but to genuinely improve their practice around disability inclusion. To identify and remove barriers which may block disabled people’s progress. Support that is absolutely tailored to the company’s needs. That is meaningful, measurable and impactful. Designed and delivered by professionals with lived experience of disability. Together, let’s really smash the disability employment gap, so that talent can thrive everywhere.
Related resources:
Disability Confident scheme overhauled to boost workplace standards for disabled people, link to Government’s press release: https://www.gov.uk/government/news/disability-confident-scheme-overhauled-to-boost-workplace-standards-for-disabled-people
Graphic featuring bold black text: “Jane Hatton, CEO and Founder of Evenbreak” on a light grey background. Jane’s photo is in a teal circle on the right. Colourful lines in teal, magenta, and yellow sweep across the bottom. Evenbreak logo in the top left.
