The title has been awarded by the UK Government because of Microsoft’s commitment to diversity and inclusivity, as well as its work in encouraging suppliers and vendors to do the same. Your recruitment journey with us: Diversity and inclusion is a business imperative for Sodexo. Lifeworks Charity is now recognised as a Disability Confident Leader, the highest level of recognition on the Government’s Disability Confident Scheme. The framework has been developed by the government in partnership with large employers and expert partners, including leading charities, to support organisations to record and voluntarily report information on disability, mental health and wellbeing in the workplace. We act as a champion within our local and business community, our supply chain and our networks. Level 2: Disability Confident Employer. You may also be contacted by Jobcentre Plus, Department for Work and Pensions (DWP) and or a DWP Work and Health Programme provider to help you attract, recruit and retain disabled people. You’ll find the information you need to do this in the reporting on disability, mental health and wellbeing section. Within 2 weeks, 90% of employees had uploaded their diversity data and the percentage sharing a disability increased from 3% to 11.5%. 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. To be a Disability Confident Leader you must show you are offering at least one of the actions from this list. It can help all your people fulfil their potential and contribute fully to your team’s success. They’re changing behaviours and cultures in their own businesses, networks and communities. The introduction of a wave of proactive initiatives year-on-year has led to a more than 80% reduction in workplace illness and several thousand employees being supported by Thames Water for non-work related mental health issues. The details of the actions you need to take are outlined below. Don’t worry we won’t send you spam or share your email address with anyone. Her manager said “it was obvious to me that there was more to Maddie than she was being given credit for”. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Reporting on disability, mental health and wellbeing: You’ll find further details and guidance on each step in the following sections. Level 3: Disability Confident Leader By stepping up to become a Disability Confident Leader, you’ll be acting as a champion within your local and business communities. Our organisation is committed to equal opportunities and getting involved with the disability confident scheme has had a positive impact on our business. The leadership accreditation process included having their Disability … The Government’s Disability Confident scheme aims to help UK employers successfully employ and retain disabled people and those with health conditions, … Over the coming months, we’ll be sharing details of important updates and milestones in our diversity and inclusion (D&I) strategy. Level 3: Disability Confident leader. CH&CO is a Disability Confident Leader. It fits in really well with our values and the services we provide. There’s no legal requirement for someone to disclose a disability to their employer. Disability Confident Leader. The Disability Confident Level 3 achievement is given to organisations as a recognition of their disability inclusion journey and acknowledges them as a Disability Confident Leader by raising awareness and driving standards within their own networks. This means, where a disabled applicant meets the essential criteria for any of our vacancies, they will receive an interview. The Voluntary Reporting Framework has been developed by the government in partnership with large employers and expert partner, including leading charities, to support organisations to record and voluntarily report information on disability, mental health and wellbeing in the workplace. We’ll also send you a Disability Confident Leader certificate in recognition of your achievement and further information on how you can share your experience and provide case studies to help others on their Disability Confident journey. In the past year we have had great success as a Disability … We’re A Disability Confident Leader! More from us. Read how Marriott used ‘job carving’ to match Adam’s skills to the tasks that needed to be completed. Channel 4 raised awareness of the range of conditions included under the definition of a disability, and because some find ‘disclosure’ off-putting, the campaign’s language instead talked about ‘sharing.’. Level 3: Disability Confident Leader. Employers who voluntarily report should aim to include information about: For part B, the recommended questions below will provide a starting point to measure the wellbeing of your employees. By becoming a Disability Confident leader, we gained recognition among peers organisations. You’ll encourage and support other businesses in your supply chains and networks to become Disability Confident. Auctus Management Group Ltd and its subsidiary businesses, RSS Infrastructure Ltd and INFRA Skills Ltd are proud to announce they have been awarded the Level 3: ‘Disability Confident Leader’ status, the highest and most prestigious level a Disability Confident member can achieve. Wiltshire Police is the first police force in the country to gain the highest Level 3 Disability Confident Leader status in the Department of Work and Pensions' scheme to remove barriers to employment. The term ‘disclosure’ sounds formal and has negative and/or legal connotations for some people. It is voluntary and has been developed by employers and representatives of disabled people. The level of challenge should be proportionate to the size of the business. You’ll also receive a regular newsletter and access to members only Disability Confident LinkedIn and Facebook sites. Of these, only 13% … The discussion does not need to be daunting. Disability charity Scope’s report Let’s talk: improving conversations about disability at work includes tips for employers to encourage employees to share information about their disability or health condition. If a member of your team wants to discuss their disability or health condition, conversations should be private and in a place where the individual is comfortable. As a Disability Confident Leader my business is: * REQUIRED. It’s a fantastic achievement for us and means that we can continue to demonstrate that we employ from a wide pool of talent, as well as retain and develop opportunities for people with disabilities and other health … CH&CO has achieved Disability Confident Leader status for its commitment to employing, supporting and promoting disabled people in the workplace and encouraging others to also become Disability Confident. Being a Disability Confident Leader means we're helping people with disabilities secure, retain and develop careers in our business. For Evenbreak this is about removing barriers that can exclude talented disabled people from access to the workplace. CH&CO has achieved Disability Confident Leader status for its commitment to employing, supporting and promoting disabled people in the workplace and encouraging others to also become Disability Confident. The government believes that transparency and reporting are effective levers in driving the culture change required to build a more inclusive society. This is a step up from Disability Confident Employer, which we had previously attained, and the highest level of accreditation. Disability Confident organisations play a leading role in changing attitudes for the better. 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