Disability Confident

Disability Confident is the government’s scheme to help organisations recruit, support and retain disabled employees.

As a Disability Confident Leader (Level 3), Disability Positive is proud to champion inclusion and transparency, and we are committed to voluntarily reporting on disability, mental health, and wellbeing in line with the UK Government’s Voluntary Reporting Framework. This demonstrates our focus on creating a workplace where everyone can thrive.

This shows that we want to create a workplace where everyone can do well.

We can also support other organisations to become Disability Confident.

Our Commitment

We believe that openness about disability and wellbeing makes our organisation and society stronger.

By choosing to report (this is also known as voluntarily reporting) we aim to:

• Lead by example in disability inclusion.
• Share best practice and encourage other employers to do the same.
• Use data and feedback to continuously improve recruitment, retention, and support for disabled people.

Our Latest Figures

As of November 2025 75%, of our workforce reported that they have lived experience of disability or a long-term health condition.

This information is collected via new starter documentation at commencement of employment (Recruitment Monitoring Form), through employees updating their HR record on our self-service portal.

The question used to gather the information on disability on our Recruitment Monitoring Form is,

Do you consider yourself to have a disability or a long-term health condition?

The question used to gather the information on disability during staff supervisions is,

How would you rate your overall physical health now?

Information on mental health and wellbeing is captured through anonymous staff surveys completed by all staff every 12 months. In addition, health and wellbeing are discussed during all employee supervisions and appraisals.

The question used to gather information on mental health and wellbeing in regular quarterly supervisions is,

How would you rate your overall mental health now?

The questions asked in our staff survey are:

How are you feeling today?

Do you feel the workplace culture promotes mental wellbeing?

What makes you say this and do you have any suggestions on how we can improve mental health support?

On a scale of 1-10 how would you rate your work life balance overall?

Do you believe your direct line manager gives you the support you need?

We report our employee data in our annual company report. The percentage of employees with lived experience of disability can also found in our Annual Impact Report and our recruitment candidate packs.

You can find out information about the number of our staff with lived experience of disability in our Annual Impact Report and the candidate packs we use when people apply for a job with us.

Recruitment and Retention of Disabled People

As a Disability Confident Leader, we want to make sure we employ disabled people, and that they stay working for us.

We make sure this is part of everything we do as an employer.

What We Do: Inclusive Recruitment Practices (being an inclusive employer)

Our recruitment process is designed to be fully inclusive and accessible. Key features include:

• Accessible Environment: Our office is fully accessible, and we provide information in alternative formats upon request.
• Clear Messaging: All job adverts and person specifications explicitly welcome applications from disabled people and those with lived experience of disability or long-term health conditions.
• Reasonable Adjustments: Every applicant invited to interview is asked about any adjustments they may need, such as a BSL interpreter. Interviews are conducted by two trained staff members, with flexibility for extra time, note-taking, and repeated questions as required.
• Training for Recruiters: All staff involved in recruitment and interviewing receive regular Disability Equality Training to make sure we are an inclusive employer.
• Guaranteed Interviews: Disabled candidates who meet the minimum criteria are guaranteed an interview.
• Broad Advertising: Roles are promoted through disability networks, job centres, specialist journals, online job boards, recruitment agencies, specialist disability recruitment platforms as well as our own website and social media channels.
• Disability Confident Commitment:  Disability Confident logo is displayed on all candidate packs and job advertisements, which strengthens our commitment to the scheme

What We Do: Staff Retention and Ongoing Support

We offer a supportive environment that means our disabled staff can get the most our of working for us. Our retention strategy includes:

• Workplace Adjustments: Flexible working options and tailored adjustments are available to meet individual needs.
• Health and Wellbeing Resources: Employees have access to occupational health services, private health insurance with medical history disregard, and wellbeing programmes.
• Proactive Support:
  • Workstation assessments at induction and on request
  • Encouragement of Access to Work assessments for new starters
  • Welfare meetings for employees on long-term sick leave
  • Mandatory return-to-work meetings
• Comprehensive Benefits: Flexible working arrangements, company sick pay, and occupational health referrals where appropriate.

All our managers know how they can support members of their team who are sick or absent from work, with access to HR guidance documents, dedicated HR support, Board expertise, and external legal advice when needed.

Evidence of Impact

Our commitment is shown by strong staff retention rates and low levels of short-term sickness and staff turnover compared to the average in similar organisations (sector averages).

Supporting Employee Health and Wellbeing

The health and wellbeing of our employees and volunteers is a priority for us. We are committed to creating a workplace culture that prioritises the health and wellbeing of our staff.

We recognise that supporting mental health is important for a positive and productive working environment for our staff. We have a range of support (initiatives) to make sure our staff feel valued and to give them the tools they need to be happy and successful at work.

Comprehensive Training and Awareness
We provide all staff with access to our training portal, which has a library of podcast-based e-learning courses and interactive modules designed to promote resilience and wellbeing.

Key modules include:

• Mental Health and Well-Being
• Managing Work Anxiety
• Impostor Syndrome
• The Power of Positive Thinking
• Avoiding Burnout
• Identifying and Helping Others Who Need It
• The Art of Resilience
• Make Time for You
• Starting the Day the Right Way

All our staff also have Mental Health Awareness training, delivered virtually, ensuring that every member of our team understands how to recognise and respond to mental health challenges.

We also invest in Mental Health First Aid training, offering staff practical skills to support colleagues in need. Currently 20% of our team are trained in Mental Health First Aid and their names are promoted around the building.

Manager Support and Remote Wellbeing
Our managers receive specialist training on how to support their teams’ health and wellbeing, particularly in remote working environments.

We do this to make sure that wellbeing is always a priority, whether a person works from our head office, or remotely. We offer open communication and support is offered at the right time (proactive support).

Confidential Counselling and Private Healthcare
To provide additional reassurance, we offer access to confidential counselling services through our private healthcare package. This gives employees a safe space to seek professional support for any personal or work-related concerns.

Why This Matters

Disabled people bring talent, skills, and perspectives that enrich our organisation. By reporting voluntarily, we hold ourselves accountable, share our progress with our stakeholders and contribute to a more inclusive society.

Looking Ahead

We will continue to encourage disclosure in a safe and supportive way, continue to review and improve our policies and practices and share updates annually on this page.