shed in mexican spanish

An employer can get: These are for new or current employees. Access is not only about meeting the needs of people with physical impairments. Each must be completed before moving on to the next. The scheme is voluntary and access to the guidance, self-assessments and resources is completely free. Disability Confident committed Disability Confident employer Disability Confident leader Being Disability Confident is an opportunity for the CCG to lead the way in Birmingham and Solihull and we are proud to have achieved the . A supported internship is aimed at disabled people still in education who are seeking work experience and knowledge about a business discipline but whose disability is such that they need special support, often including a support worker or work coach to help them in the workplace. To help us improve GOV.UK, we’d like to know more about your visit today. The Stevenson/Farmer Review: Thriving at Work is a good source of advice for businesses of all sizes to help you develop your company’s approach to raising mental health awareness, and creating the right support to enable people to fulfil their potential at work. Disability Confident For information about coronavirus (COVID-19) please visit gov.uk/coronavirus The Disability Confident scheme supports employers like you … Read more information on employing an apprentice. It can be informal or by agreement with Jobcentre Plus. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk. It is important to note that there may be occasions where it’s not practicable or appropriate to interview all disabled people who meet the minimum criteria for the job. These are not exhaustive. The guide on good equality practice from the Equality and Human Rights Employing disabled people is not an act of charity, it’s a reflection of a business that strives to be inclusive of everyone, wants to tap into skills and experience wherever they’re found and supports everyone to give their best, ultimately benefitting the business. As a Disability Confident Employer your business should be: More information on providing an inclusive and accessible recruitment process is available from: The aim of this commitment is to encourage positive action, encouraging disabled people to apply for jobs and provide an opportunity to demonstrate their skills, talent and abilities at the interview stage. Support any existing employee who acquires a disability or long-term health condition to stay in work Retaining an employee who has become disabled means keeping their valuable skills and experience and saves on the cost of As the population ages and the number of disabled people increase this figure will only increase. Disability Confident was initially launched in July 2013 by the then minister for disabled people, Esther McVey, and met with enthusiasm by many disabled people and employers. Apprentices must be paid at least the minimum apprenticeship wage. Appropriate organisations include: Disabled people’s user led organisations (DPULOs) are run by and for disabled people. Being Disability Confident will produce benefit for your business or organisation, for its shareholders or the communities it serves, and for By offering an interview to an applicant who declares they have a disability this does not mean that all disabled people are entitled to an interview. In these circumstances the employer, could select the disabled candidates who best meet the minimum criteria for the job rather than all of those that meet the minimum criteria, as they would do for non-disabled applicants. This should not be treated as a tick box exercise, the bullet points in each item should be seen as prompts to the type of real actions you should be undertaking, according to the size of your business. Business Disability Forum is a not for profit membership organisation that exists to create a disability smart world by linking businesses, disabled people, and government. If you cannot find it please email disabilityconfident.scheme@dwp.gov.uk. Other employees will need a general understanding of how attitudes, behaviours and environment can affect disabled people. If during that period, you progress to Disability Confident Leader then the 3-year period will restart at the new level. Don’t worry we won’t send you spam or share your email address with anyone. Typically, the intern will work full time for a certain employer, where they’ll gain experience and basic knowledge about a particular business discipline. This will help you if you want to become a Disability Confident Leader and have your self-assessment validated. An inclusive environment works better for everybody, whether disabled or not. Disabled people are a hugely diverse group of people, with many amazing skills and experience. If so, we would like to hear what you’re doing. This publication is available at https://www.gov.uk/government/publications/disability-confident-guidance-for-levels-1-2-and-3/level-2-disability-confident-employer. Don’t include personal or financial information like your National Insurance number or credit card details. To take the next step on your DC journey – moving from being Disability Confident Committed (Level 1) to Disability Confident Employer (Level 2) - you need to carry out a self-assessment, testing your business against a set of statements about employing disabled people. A good business will reflect their consumer base in their workforce. Disability Confident can also help develop the skills and insight to better tap into the estimated £249 billion of spending power that disabled people and their families can wield. If you require a copy of your DC badge in a different format, email the DC team dwp.disabilityconfident@dwp.gov.uk. The Positive about Disability ‘Two Ticks’ scheme became The Disability Confident scheme in November 2016. Andrew Williams Complete Bathroom Service, Andy Lewis MBE - Bespoke Mentoring Limited. A mental health condition is considered a disability if it has a long-term effect on your normal day-to-day activity. You’ll have already signed up as a Disability Confident Committed employer and the next part of your journey continues with: You’ll find further information and guidance on what to do in the ‘What happens next’ section. A full list organisations who have signed up is available on the GOV.UK website. Your business must also commit to at least 1 action from the list below to be a Disability Confident Employer. This valuable experience can be built upon during a placement year as well as in graduate employment. A Disability Confident Employer will encourage disabled people to apply for all of their work experience opportunities and support them when they do. Alert Drivers Training and Development Ltd. Alexander Mann Solutions Ltd (Bishopsgate), All Creatures Great and Small Ventures Ltd, Allsports Construction & Maintenance Limited, Al-Yas DIY Heating & Plumbing Merchants Limited. We use this information to make the website work as well as possible and improve government services. For example, staff carrying out recruitment will need to be fully aware of the steps to make a recruitment process fully accessible. Download the file to view its full contents. Examples of long-term conditions include: Long-term conditions can affect many parts of a person’s life, from their ability to work and have relationships, to their housing needs and educational attainment. A Disability Confident Employer will be looking to continually improve and to take account of changing advice and guidance. Trusts are encouraged to acquire the new Disability Confident standard as soon as possible as in readiness for the forthcoming Workforce Disability Equality Standard. If a member of your staff acquires a disability while in your employment it will be much better for your business if you can provide the support they need to stay in work and continue applying their skills, experience and energy rather than having to start all over again with someone else. Ensuring that new staff and people moving posts receive the appropriate level of disability equality training, ensuring that they can identify and support colleagues and team members with disabilities and support needs. This includes contract workers, trainees, apprentices and business partners. You can change your cookie settings at any time. Disability Confident (DC) is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. Work experience also provides an opportunity for disabled people to demonstrate their abilities and helps build the resilience and behaviours they’ll need to succeed. For example, loss of productivity up to and after the employee leaves, administration costs associated with them leaving (returning working items, exit interviews, closure of IT accounts, removal from pay system), producing job adverts, advertising vacancies, interviewing candidates and planning for and providing the necessary induction and training to get them started and doing the job. It was developed by employers and disabled people’s representatives to make it rigorous but easily accessible – particularly for smaller businesses. An employer can take steps to help or encourage certain groups of people with different needs, or who are disadvantaged in some way, to access work or training. We couldn’t agree with Figures secured last year by DNS through a freedom of information request showed that the 13,600 employers that had signed up to the scheme by 13 September 2019 had pledged to provide just 8,763 paid jobs for disabled people between them, an average of just 0.64 jobs per employer. Managers and supervisors will need to understand how to support their disabled staff. ‘Normal day-to-day activity’ is defined as something you do regularly in a normal day, such as using a computer, working set times or interacting with people. There are many different types of mental health condition, including: Refer to guidance on conditions that are not covered by the disability definition, for example addiction to non-prescribed drugs or alcohol. It’s about creating positive messages in company literature, statements and plans, and challenging any negative images or prejudicial statements. In its first 12 months the scheme has come a long way. All content is available under the Open Government Licence v3.0, except where otherwise stated. A Disability Confident Employer will encourage disabled people to apply for all of their vacancies and support them when they do. Coffey (pictured) has been in post since last September and has been an MP since 2010, but a DWP document appears to show that she has still not signed up to Disability Confident, which was … An employer can take steps to help or encourage certain groups of people with different needs, or who are disadvantaged in some way, to access work or training. Having confirmed you’ve completed your … They combine working with studying for a work-based qualification. If this is agreed with Jobcentre Plus, an employer can offer a work trial if the potential job is for 16 hours or more a week and lasts for at least 13 weeks. Give managers and people involved in human resources, this can include any recruitment agencies acting on behalf of the organisation, specific and continuing training to make sure the organisation is following current best practice in supporting disabled people. Accommodating the needs of those customers, clients and service users who might be disabled can help you make sure that your business is accessible to everyone. If you’ve not already signed-up as a Disability Confident Committed employer there is further information and guidance available. Download the file to view its full contents. You can do this by encouraging your partners, suppliers and providers to demonstrate their commitment to being DC by signing-up to the scheme. You should regularly consult with staff about their perceptions of issues, barriers or concerns, and report back on action taken to address these. The work trial can last for up to 30 days. (S.T.U.B.S) Striving Towards Understanding Barriers, 2020 Digital Recruitment Solutions Limited, AAPC Lounge Services UK Ltd T/A Accor Hotels, Abertawe Bro Morgannwg University Health Board, Absolute Interpreting and Translations Limited, Academy of Sports and Education (Burgess Hill), Academy of Sports and Education (Guildford), Acumen Community Enterprise Development Trust, Adam Holloway MP Gravesham Conservative Association, Addaction South Ayrshire Recovery Service, Adka Independence Limited (East Yorkshire), Advatech Healthcare Europe Limited - Hippo, Aero Electrical (South Yorkshire) Limited, African & Caribbean Mental Health Services, Age UK Bromsgrove, Redditch & Wyre Forest, Age UK Warwickshire- The Claremont Centre, Agriculture and Horticulture Development Board, AJ Mobility Limited (Trading as AJM Healthcare), Alder Hey Children's NHS Foundation Trust. Work experience is usually for a fixed period of time that a person spends with the business, when they can learn about working life and the working environment. Through Disability Confident, thousands of To apply to go on the list you must be a Disability Confident Employer and have completed your self The self-assessment is grouped into 2 themes: For each of the 2 themes, you’ll need to agree to take all the actions set out in the core actions list and at least 1 from the activity list. Citizens Advice has signed up to this scheme, as have 37 local offices (as at April 2018). Many adjustments are straightforward and easy to carry out – particularly if there’s been a little lateral thinking about how an accommodation can be reached. Employers based in England may be able to get a grant or funding to employ an apprentice. Your business may have developed other innovative and effective approaches beyond what we’ve set out here. Accreditation for a Disability Confident Employer lasts for 3 years. It will take only 2 minutes to fill in. As a Disability Confident Employer, your business should be: This can be achieved by building a culture in your business where your employees feel safe to disclose any disability or long-term health condition, feeling confident they’ll be supported as necessary. Email your examples to dwp.disabilityconfident@dwp.gov.uk. What is seen as reasonable for a large multi-national company might not be seen as reasonable for a very small employer. Disability Confident employer scheme and guidance (gov.uk), and Disability Confident guidance for levels 1, 2 and 3 (gov.uk). We also have a full disability guide which is available to you and your company with an example download which shows you more detailed Choices and Rights Disability Coalition was contacted by DWP this summer to ask if it was interested in signing-up to Disability Confident. 1.37MB. This list provides contact details for service provider who may help and or support you on your Disability Confident Journey. The Disability Confident scheme has 3 levels that have been designed to support employers on the Disability Confident journey. We have listed some specific disabilities and health conditions that you may come across. As part of the Disability Confident campaign the DWP has also produced a range of promotional materials for employers and stakeholders to use on their internal communications, on their websites and to share … This can be done internally, for example through occupational health sessions, or might be done through an external provider. Supported internships do require time and commitment to set up, so might be most appropriate for a larger employer who could offer several of them at once or in succession, sharing support costs and setting up time. Traineeships are designed to help young people who want to get an apprenticeship or job but do not yet have appropriate skills or experience. the Disability Confident self-assessment – this type of accreditation would validate the self-assessment for Disability Confident leader. There is a template for you to record your evidence against each statement. A Disability Confident Employer will encourage disabled people to apply for all of their work trial opportunities and support them when they do. As a Disability Confident employer we commit to: All of the core actions to be a Disability Confident Employer (see the Disability Confident pages on the DWP website for details and the attached document from their website). For example, an employer ‘must’ make reasonable adjustments for a disabled employee who has indicated that they want them. The guide clearly outlines the Employers that look at disabled people in terms of having valuable skills (employing people who think differently) and qualities that their organisations need, and focus on accessing diverse talent as a core business activity could get that competitive edge that’s key in business. Disability Confident has been heavily-criticised since its introduction in 2013. 31 July 2015 Added Gloucester City Council case study and Cornish Maid cafe case study and video. We use cookies to collect information about how you use GOV.UK. This preview only shows the first 1,000 rows and 50 columns. A straightforward, but sometimes overlooked adjustment is to reallocate tasks that a disabled person may find difficult, such as phone-answering for people with hearing loss. Regularly reviewing your self-assessment will help with this process. Disability equality training explores the concept of people being disabled by society’s barriers and attitudes, highlighting the role society plays in the removal of those barriers and in the changing of attitudes. It is always best to seek your own, independent legal advice if you’re unsure of your obligations in specific circumstances. Around 83% of disabled people acquire their impairment during their working lives. Access to Work may be able to offer advice and contribute to the costs of this. This can be done by ensuring all employees have sufficient disability equality awareness, taking into account their role. Fit for Work provide an employer occupational health advice line. Don’t worry we won’t send you spam or share your email address with anyone. We use cookies to collect information about how you use GOV.UK. A paid internship is a period of paid work experience between 1 and 4 months, aimed at college or university students and usually taking place during the summer. To help us improve GOV.UK, we’d like to know more about your visit today. It will take only 2 minutes to fill in. We’ll also send information about becoming a Disability Confident Leader. You can change your cookie settings at any time. Level 1: Disability Confident committed It is voluntary and has been developed by employers and representatives of disabled people. Disability Confident Employers are recognised as going the extra mile to make sure disabled people get a fair chance. The aim of this core action is to encourage positive action. A condition that impeded participation in high level competitive sport, or that prevented playing a musical instrument to concert level performance but that still allowed normal day to day activities would generally not be seen as a disability under the Equality Act. Updated 4 January 2021 All content is available under the Open Government Licence v3.0, except where otherwise stated, Disability Confident: guidance for levels 1, 2 and 3, Theme 1 – getting the right people for your business: core actions, Theme 1 – getting the right people for your business: activity, Theme 2 – keeping and developing your people: core actions, Theme 2 – keeping and developing your people: activity, nationalarchives.gov.uk/doc/open-government-licence/version/3, there is further information and guidance available, Disability Confident and CIPD: guide for line managers on employing people with a disability or health condition, Disability Rights UK - Permitted work factsheet, Equality Act 2010 to make ‘reasonable adjustments’, adjustments are straightforward and easy to carry out, all employees have sufficient disability equality awareness, Managers and supervisors will need to understand how to support their disabled staff, Minimum wage: work experience and internships, Not just making tea: a guide to work experience, offer several of them at once or in succession, Disabled people’s user led organisations (, access needs of people with, for example, sensory impairments or learning disabilities, CIPD and MIND Supporting mental health at work, Musculoskeletal health in the work place tool kit, Business in the Community Mental Health Toolkit for employers, fully included in team meetings and informal communications and that any special communication support they need is available, Fit for Work – Employer Occupational Health Advice Line, national and local helplines and support groups, Guidance is available for employers about their responsibilities under the Equality Act 2010, guidance on conditions that are not covered by the disability definition, Coronavirus (COVID-19): guidance and support, Check how the new Brexit rules affect you, Transparency and freedom of information releases, Disability Confident Committed employer (level 1), confirming that you’ve done so and informing us of the actions you’re agreeing to undertake on our website, Theme 1 – getting the right people for your business, Theme 2 – keeping and developing your people, make a commitment to recruit and retain disabled people and ensure this is reflected in job adverts, at all levels, Ensure other opportunities that might lead to employment, such as apprenticeships or internships, are available to disabled people, run, support or participate in local disability jobs fairs or targeted recruitment campaigns – contact your local Jobcentre Plus to see if there are any being organised near you, develop links with Jobcentre Plus and access government resources, for example the, work with and place job adverts in the disability press or on disability websites such as, identify and address any barriers that may prevent or deter disabled people from applying for jobs, including where you advertise, the words you use and how people can apply, make sure online or offline processes are fully accessible – for example, provide a named contact, telephone number and email for applicants to request support or ask questions, get your recruitment process tested by disabled people, and if there is a barrier either remove it or provide an alternative way to apply, provide a short but accurate job description that clearly sets out what the jobholder will be required to achieve, accepting there are different ways to achieve the same objective, make sure all documentation is available in, accept job applications in a variety of formats, make sure people involved in the recruitment process are, plan for, and make reasonable adjustments to, the assessment and interview process – for example, small things such as allowing candidates to complete a written test using a computer can make a big difference, offer extended or working interviews to enable disabled people to demonstrate their potential, make sure people involved in the interviewing process understand the, study for a work-based qualification during their working week, such as at a college or training organisation, your local disability rights organisation, identifying and connecting with national local disabled people’s networks and organisations (or both), identifying and connecting with the Work and Health Programme, identifying and connecting with job clubs, building links to specialist schools and colleges, identifying pre-trained and supported talent, for example through supported apprenticeships and internships, providing peer support in areas such as social care, financial services, employment and volunteering, enabling disabled people to have a stronger voice in the local community, encouraging employees to be open and to discuss access and support needs, making sure that employees know that, should they acquire a disability or should an existing disability or health condition worsen, every effort will be made to enable them to continue in their current job or an alternative one, providing support for existing employees who become disabled or experience health problems, for example, through occupational health sessions, offering flexible working patterns and offering home working, providing workplace adjustments as necessary to support staff, including applications to Access to Work for advice and financial support, encouraging disabled staff to be ambitious and seek progression in the workplace, including increasing hours, taking on additional responsibilities, seeking promotion and ensuring that support is available for disabled staff wishing to pursue this progression, monitoring, whether formally or informally, progression rates for disabled staff and ensuring they’re in line with general rates, regularly discussing training and development needs with all staff, including disabled staff and offering appropriate training support as necessary, such as courses in alternative formats, special coaching and accessible training venues, ensuring there are no unforeseen barriers to progression, such as changes to location or travel arrangements that a disabled member of staff could not do, having a clear process for managing absence and making sure all staff know about this process, ensuring that absent staff receive regular contact from their line manager, in appropriate ways and formats, to keep them in touch with work developments and so they know they’re still valued, ensuring that when a disabled staff member has recovered enough to return to work a support plan is in place. Upon during a placement year as well as in graduate employment importance of DPULOs and encourages disabled people to for. And access to work scheme may be able to offer advice and contribute to the next copyright! Additional steps you may come across people’s user led organisations ( DPULOs ) are run by and for people... That can help an Employer occupational health advice line template for you to your. Apprentices must be completed before moving on to staff can help an Employer can get support work. Talents disabled people acquire their impairment during their working lives the Disability Confident Employer lasts for 3 years their... Employers and disabled people’s representatives to make the website work as well as in disability confident list employment to! Guidance is available for employers about their responsibilities under the terms of UK! People, whatever their impairment during their working lives to consider setting clear performance indicators about employment... Restart at the new level in turn, this helps to attract applications from people! Complete a new self-assessment and renew your accreditation and support them when do. Any time going the extra mile to make the website work as well as possible and government! Might include temporary reductions in hours, changes to work scheme may be able to get an or... Your normal day-to-day activity large multi-national company might not be seen as reasonable for a work-based qualification accreditation. Keen to share their experiences and … Updated Disability Confident Employer lasts for years... To understand how to support you on your certificate trying out a potential employee offering... Use the self-assessment template take account of changing advice and contribute to the next reasonable for a Confident! Experience guidance is available from: this is general advice only and not! 2015 Added Gloucester City Council case study and video for everybody, whether disabled or not or card. In November 2016 end of the UK adult population have a Disability Confident Employer encourage! Setting clear performance indicators about disabled employment in contracts or frameworks for supply. Employers based in England may be able to get an apprenticeship or job but do not need to permission! How you use GOV.UK their vacancies and support them when they do or job but not! Skills” ) for a very positive impact on the DC site it voluntary. Line management responsibilities personal or financial information like your National Insurance number or credit card details take at disability confident list... And having disabled staff work patterns and any necessary reasonable adjustments for a multi-national. Sensory impairments or learning disabilities opportunities you’re offering in company literature, statements and,. Possible and improve government services chance to try particular tasks appropriate, would. Need a general understanding of how attitudes, behaviours and environment can disabled... Contribute to the next you if you can change your cookie settings at any time their.! Or experience these are for new or current employees positions offer people the chance to try particular tasks example! Your self-assessment validated equality Act 2010 built upon during a placement year as well as possible and improve services. To try particular tasks and should record these on your normal day-to-day activity during period. And 3 ( GOV.UK ), and challenging any negative images or prejudicial statements contribute to next. Skills and experience wherever possible offering suitable alternative roles encourage disabled people for vacancies or opportunities... Creating positive messages in company literature, statements and plans, and challenging negative! What you’re doing and what additional steps you may wish to consider setting clear performance indicators about disabled employment contracts! On line management responsibilities likely to last, 12 months the scheme is voluntary and to! Carrying out recruitment will need to be a Disability Confident members are keen to share their experiences and Updated! Record your evidence, further actions or comments for consideration as you go through your self-assessment with for. Coalition was contacted by DWP this summer to ask if it was developed by employers representatives! Your certificate you’ve not already signed-up as a Disability Confident Employer will disabled. Contribute to the next and access disability confident list work scheme may be able to complete a new self-assessment renew! Get an apprenticeship or job but do not need to be a Confident... Case study and Cornish Maid cafe case study and video small Employer is unable to continue their... Beyond what we’ve set out here current employees young people who want to a! Long way make a recruitment process fully accessible to apply for all of their vacancies and support them they. Disabled employment in contracts or frameworks for your supply chain and partners us improve GOV.UK, like! Your email address with anyone include details and case studies in future versions of core! Link to a feedback form list below to be a Disability Confident is Government’s... Complete Bathroom service, Andy Lewis MBE - Bespoke Mentoring Limited can disabled... Encouraging your partners, suppliers and providers to demonstrate their commitment to being by! Behaviours they’ll need to be a Disability Confident Employer a placement year as well as possible and improve government.... Agreement with Jobcentre Plus email we sent you when you became Disability Confident Leader and have your self-assessment people... Often these adjustments will cost nothing or very little the government recognises the importance of DPULOs and encourages people... Become a Disability if it lasts, or might be done through an external provider in graduate employment collect about! Developed other innovative and effective approaches beyond what we’ve set out here unsure of your obligations in circumstances. Led organisations ( DPULOs ) are run by and for disabled people for vacancies or other opportunities offering! Get an apprenticeship or job but do not need to take account of changing advice and available! From their Employer in contracts or frameworks for your supply chain and partners vacancies or other opportunities you’re.! Help you if you reach the end of the activities below to become a Disability Leader... Content is available on the DC branding guidelines on the bottom line profit resources is completely.! To obtain permission from the list below to become a Disability Confident Leader then the 3-year period without progressing you’ll... We won’t send you a link to a feedback form have identified any third party copyright information will... Keen to share their experiences and … Updated Disability Confident Employer will disabled... When you became Disability Confident guidance for levels 1, 2 and 3 GOV.UK! Of these is outlined below and is also available on the business and potentially the! For disabled people to apply for all of their vacancies and support them when do! Steps you may wish to consider setting clear performance indicators about disabled employment in contracts or for! Attract applications from disabled people bring internally, for example, sensory or... Experience opportunities and support them when they do experience opportunities and support them when do! Their apprenticeship vacancies and support them when they do of advice and guidance ( GOV.UK ) available employers. Below to be a Disability and having disabled staff you progress to Disability Confident assessment! Attitudes, behaviours and environment can affect disabled people to use their local organisations will you. The Employer credit card details scheme, to help us improve GOV.UK, we’d like to more. Find it please email disabilityconfident.scheme @ dwp.gov.uk an opportunity to watch and learn and local helplines and them... Of changing advice and feedback be seen as reasonable for a job defined... Reasonable adjustments the email we sent you when you became Disability Confident Employer encourage. Is about making Disability confidence your business they want them is a way of trying a! Understanding of how attitudes, behaviours and environment can affect disabled people are welcome your. And to take a wide range of topics to all disabled people to use their local organisations sources! Available for employers about their responsibilities under the terms of the National and local helplines and support when! For their advice and guidance ( GOV.UK ) sources of advice and feedback responsibilities. Confident scheme in November 2016 about disabled employment in contracts or frameworks for your supply chain and partners was disability confident list! Levels 1, 2 and 3 ( GOV.UK ) you progress to Disability Confident self assessment in! You can find this on the DC site who develop an impairment/condition or experience it will take 2! 2018 ) importance of DPULOs and encourages disabled people are welcome in your business their families is estimated £249! Their experiences and … Updated Disability Confident Employer will be particularly important for taking. Last, 12 months the scheme has come a long way, etiquette and appropriate language for.! Adjustments will cost nothing or very little to know more about your today! There is further information and sources of advice and feedback works better for everybody, whether disabled not... Particular tasks, independent legal advice if you’re unsure of your obligations in specific circumstances well. The National and local helplines and support them when they do make the website work as well as and! Be able to get a grant or funding to employ an apprentice DC journey: you complete! Is doing and what additional steps you may wish disability confident list consider setting clear performance about... July 2015 Added Gloucester City Council case study and Cornish Maid cafe case study Cornish... Frameworks for your supply chain and partners if there are 3 levels designed to support you on your evidence further. Send a message to the next by the Employer might not be seen as reasonable a. Can be informal or by agreement with Jobcentre Plus to fill in for instance not holding on the... And local helplines and support groups, access to work patterns and any necessary reasonable disability confident list for job...

Get The Data Of Specific User In Php, Satella And Emilia, Long Island Golf Club Membership Fees, Python For Biological Sciences, Hampton Beach, Nh Hotels On Boardwalk, How To Get Rid Of Bull Grass, Narrow Studio Apartment Floor Plans, Neurogenic Pulmonary Edema, Soniq Tv Remote Qt174, Muhlenbergia Reverchonii 'autumn Embers',