The government through the Department for Work and Pensions (DWP) is committed to halving the disability employment gap by making the business case for employing disabled people and ensuring they have opportunities to fulfil their potential.

The official launch of the new scheme was on 2^nd November 2016, when the government offered every employer the opportunity to join the journey in progressing from Disability Confident Committed (Level 1), to a Disability Confident Employer (Level 2), and finally a Disability Confident Leader (Level 3).

Loughborough University signed up to the new scheme in August 2016, prior to its official launch. The University is building on actions and commitments made under the Two Ticks Scheme, which reflects its level 2 status as a ‘Disability Confident Employer’.  

The University has committed to taking actions in the two themes under Level 2.

Theme one: Getting the right staff with disabilities  

Under theme one this means that our recruitment process is fully inclusive and accessible. We are still offering an interview to disabled applicants if they meet the essential criteria and offering feedback if unsuccessful same as offered under the Two Ticks scheme. If an interviewee makes a request, we will make reasonable adjustments to meet their specific needs in the recruitment and selection process. We will encourage our suppliers, partners and tenant firms to demonstrate their commitment to disability equality.  We train our recruitment and selection chairs on disability awareness as well as raising awareness generally with our staff. We work with various organisations and schools to provide work experience for disabled young people and adults. We provide paid internships to graduates and students as well as work placements and the process is fully inclusive and open to disabled students and graduates. We are also constantly working on improving the accessibility of our campus for our disabled staff, students and visitors.

Theme two: Keeping and developing our staff with disabilities

Under theme two this means building a culture where disabled employees feel safe in disclosing any disability or long-term health condition, supporting disabled staff through the Disability Staff Support Group, occupational health and taking on board any concerns or perceptions as expressed in the Staff Surveys which take place every few years. Staff can discuss their needs with their managers, occupational health or human resources. Reasonable adjustments can be made and flexible working patterns may be offered. Staff can approach the Access to Work Scheme direct as well. The University is committed to reducing any barriers to career progression, promotion and reward for disabled staff and ensuring disabled staff have access to relevant development and training. We have bite-size sessions for managers on ‘managing disability and mental health’ run by Human Resources as well as various disability awareness sessions run by the Counselling and Disability Service. Annual monitoring on disabled staff is reported on.

For more information on the Scheme visit their website or email the Disability Confident team directly.