How can we make sure the Disability Confident Scheme is working for Disabled People living in the North East?
Difference fights for equality for Disabled people and an end to discrimination on the grounds of disability. We aim to change perceptions of disability with our work. So we are asking is the Disability Confident Scheme Working?
We provide a voice for Disabled people in the North East and campaign for a more equal region. Furthermore, we are a Disabled people’s organisation run by and for Disabled people. The experiences of Disabled people in the region direct our work, we act to make sure that Disabled voices are included and centred in the decisions that impact their lives.
Is the Disability Confident Scheme Working: Feedback about the Disability Confident Employer Scheme:
We recognise the Disability Confident employer scheme does have positive benefits, but it’s important to recognise it does need some review.
There are an estimated 567,000 Disabled people in the North East. Across the UK, some 5 million disabled people are in work. Yet, the employment rate of disabled people is 53%. Compared to 82% of non-disabled people. Disabled people are almost twice as likely to be unemployed as non-disabled people, and 3 times as likely to be ‘economically inactive’.
The Disability Confident scheme encourages employers to think differently and take action to improve how they recruit, retain and develop disabled employees.
We know that schemes encourage employers to look at recruitment policies and areas where they can make improvements and reasonable adjustments to interview processes. The scheme also aids organisations to understand the needs of disabled employees, challenge attitudes to disability, and ensure that Disabled people can return to work; if this is something they wish to pursue.
Some criticisms…
But it’s important to note it does come with some criticisms. The main one that it is quite easy to ‘work’ the system, allowing employers to describe themselves as disability confident without a formal assessment and without ever employing any Disabled employee. This typically happens at level 1, where a lot of there are no checks on requirements due to self-assessment; employers can say they do it on paper but not in practice. Sadly, the DWPs own evidence suggests some organisations do it quite tokenistically for the ‘kitemark’.
It can be a valuable scheme, but only when organisations embed it properly. The current scheme lacks the accountability and much needed performance measures to record against.
Where we agree it would be a positive step to improve the number of businesses registered across the wider North East. As an organisation representing disabled people, Difference North East would want to ensure that they undertook the registration for the right reasons. And were committed to addressing the common and structural barriers that disabled people face when seeking and maintaining employment.
We have come up with the following suggestions as additional commitments:
- A commitment to Equality training, preferably delivered by deaf and disabled people’s organisation (DDPO). Develop a culture of inclusion and build confidence discussing disability.
- A commitment to inclusive recruitment practices as standard, not just for those who request it. Such as: Jobs posted on platforms that are compatible with assistive technology. Using inclusive language in job ads and recruitment materials. A variety of ways to apply, not just standardised application forms
- A commitment to work with disabled people or DPOs as ‘critical friends’. To peer-review their organisations’ recruitment processes, policies and procedures and co-produce improvements.
- A commitment that an organisations’ disability confident status is monitored. That organisations embed it into their annual business reviews, regardless of if they are a level 1,2 or 3.
