Government launches new disability guide with CIPD

The Department for Work and Pensions (DWP) has published new guidance to help employers better support disabled people and those with health conditions in the workplace.

Background

The Disability Confident Guide was produced with the Chartered Institute of Personnel and Development (CIPD). This is the latest step by the Government to support disabled people to start and stay in work as part of their £2.5 billion Back to Work Plan.

What does the guidance say?

The Guidance offers advice for managers in relation to the following:

• Advises on employers legal responsibilities
• Making reasonable adjustments
• Flexible working arrangements
• Advice on appropriate language and behaviour
• Recruitment — making it clear through literature that the organisation is committed to diversity and inclusion. Using a range of media to advertise roles, including channels that specifically reach disabled people
• Career progression and retention
• Sickness absence — recognising when absences might be related to a disability and how to support an individual if this is the case

There is also specific advice on dealing with Long Covid, neurodiversity, mental health, learning difficulties and visual or sensory impairments.

The guide highlights the importance of taking additional advice where necessary from HR or Occupational Health, if available.

The Disability Confident scheme encourages employers to sign up and gain ‘Disability Confident’ status.

To gain Disability Confident status, members must comply with three different levels to demonstrate their commitment to changing behaviour and cultures in their businesses and taking the lead on inclusive recruitment practices.

As of 31 January 2024, the scheme had more than 19,000 members, employing around 11.5 million staff.

Why is this Guidance needed?

A Government survey report found that the knowledge and confidence of managers is the most common challenge their organisations experience in managing people with a disability or long-term health conditions.

In 2022/23, disability discrimination claims received the largest average award (£45,000) compared to other discrimination claims.

The Guidance provides useful insight for employers to take steps toward being inclusive and accessible as early as the recruitment stage. By being proactive, adaptable, knowledgeable and open to discussions with employees, it is the hope that there will be a reduction in disability discrimination claims being brought to the Employment Tribunal. This can only be positive for employer as this will avoid costly disputes and also reputational damage in the event a claim is successful. It is hoped that this guidance will help people with disabilities or long-term health issues and they will be able to access the support they need to help them reach their potential or remain in work.