Did Recent Changes to the Disability Scheme Fall Short?

The UK government's Disability Confident scheme has undergone changes aimed at encouraging businesses to employ more disabled individuals. Launched in 2016, this voluntary programme has faced significant criticism for its lack of stringent requirements, allowing firms to gain accreditation without actually hiring disabled workers. While the government asserts that the new reforms will promote progress, campaigners argue that these adjustments do not sufficiently address the scheme’s core shortcomings.

Last updated: 01 November 2023 (BST)

What’s happening now

The UK government has announced reforms to the Disability Confident scheme, which aims to facilitate the recruitment and retention of disabled people in the workforce. The reforms include a cap on the duration organisations can remain at Level 1 ("committed") without progressing, now set at two years. This move aims to encourage firms to take meaningful steps towards inclusivity. However, critics express concern that the changes do not mandate hiring targets for higher-level accreditations, allowing employers to maintain their status without necessarily employing disabled individuals.

Key takeaways

The Disability Confident scheme will now limit Level 1 accreditation to two years without progress.
Organisations can still certify without employing disabled workers, raising concerns about accountability.
Campaigners urge for hiring targets at higher accreditation levels, which have not been implemented.

Timeline: how we got here

The Disability Confident scheme was launched in November 2016 with the intent of improving employment opportunities for disabled individuals. Since its inception, it has faced ongoing scrutiny regarding its effectiveness. Key milestones include:

November 2016: Disability Confident launched as a voluntary employer scheme.
2020: Initial criticisms arise regarding the lack of stringent employer accountability.
2024: Calls for reform intensify, with advocacy for hiring targets.
01 November 2023: Government announces reforms including a two-year limit at Level 1.

What’s new vs what’s known

New today/this week

The recent reforms announced include a mandatory two-year limit for employers at Level 1, along with tailored support for small businesses and enhanced peer-to-peer learning opportunities. Despite these changes, there remains no requirement for employers at Levels 2 and 3 to meet specific hiring targets for disabled individuals, leading to ongoing concerns about the scheme’s effectiveness.

What was already established

Previously, the Disability Confident scheme allowed employers to achieve accreditation based on self-certification. Critics highlighted that many employers could attain Levels 1 and 2 without employing any disabled staff, undermining the scheme's intended purpose to promote inclusivity in the workplace.

Impact for the UK

Consumers and households

The reforms to the Disability Confident scheme aim to create a more inclusive job market for disabled individuals, potentially leading to improved access to employment opportunities. However, without strict hiring requirements, the tangible benefits for disabled consumers may remain limited.

Businesses and jobs

For businesses, the changes offer a framework that encourages progress towards inclusivity, particularly for small and medium enterprises (SMEs). However, the lack of mandatory hiring targets may mean that many employers continue to participate without making significant changes to their hiring practices.

Policy and regulation

The government has committed to ongoing dialogue with stakeholders, including organisations representing disabled voices, to shape future reforms. However, the absence of robust measures to enforce hiring practices raises questions about the effectiveness of current policies aimed at improving employment outcomes for disabled individuals.

Numbers that matter

2016: Launch of the Disability Confident scheme.
2023: New reforms introduced to the scheme.
2 years: Maximum duration at Level 1 before needing to progress.

Definitions and jargon buster

Disability Confident: A UK government scheme designed to encourage employers to recruit and support disabled individuals.
Level 1 ("committed"): The initial stage of accreditation, where employers pledge to be inclusive.
Level 2 ("employer"): Accreditation level requiring confirmation of inclusivity practices.
Level 3 ("leader"): The highest level of accreditation, requiring evidence of inclusivity for peer review.

How to think about the next steps

Near term (0–4 weeks)

Employers should evaluate their current practices and policies regarding inclusivity, particularly if they currently hold Level 1 accreditation. This includes assessing how they can make tangible progress towards hiring disabled individuals.

Medium term (1–6 months)

Organisations may need to develop strategies for advancing to Level 2 or 3, which may involve reviewing their recruitment processes and providing necessary training for staff on disability awareness.

Signals to watch

Monitoring the number of employers progressing from Level 1 to higher levels of accreditation.
Engagement with disability advocacy groups for feedback on the effectiveness of the reforms.
Employment statistics for disabled individuals in the UK, particularly in sectors with high Disability Confident participation.

Practical guidance

Do

Engage with disabled employees and stakeholders to understand their needs and experiences.
Review and update recruitment policies to ensure they are inclusive and accessible.
Participate in training and workshops focused on disability awareness.

Don’t

Do not rely solely on the Disability Confident badge as proof of inclusivity.
Avoid self-certification without implementing the necessary practices to support disabled employees.
Do not overlook the importance of setting and striving towards hiring targets for disabled individuals.

Checklist

Evaluate current inclusivity policies and practices.
Determine if the organisation needs to progress from Level 1 within two years.
Engage employees in discussions about their workplace experiences.
Identify potential training opportunities for staff on disability awareness.
Set measurable goals for recruiting disabled individuals.

Risks, caveats, and uncertainties

While the reforms to the Disability Confident scheme aim to encourage firms to hire disabled individuals, significant uncertainties remain. The lack of mandatory hiring targets for higher levels of accreditation may lead to superficial compliance without meaningful change. Additionally, the effectiveness of the scheme will depend heavily on the commitment of businesses to genuinely embrace inclusivity rather than treating the badge as a mere formality.

Bottom line

The recent reforms to the Disability Confident scheme signal an effort to enhance the recruitment of disabled individuals within UK workplaces. However, the absence of robust measures to enforce hiring practices raises concerns about the likelihood of achieving substantial change. Businesses must take proactive steps towards inclusivity to ensure that the scheme's potential is fully realised.

FAQs

What is the Disability Confident scheme?

The Disability Confident scheme is a UK government initiative designed to encourage employers to recruit and retain disabled individuals in the workforce.

What changes have been made to the Disability Confident scheme?

The recent changes include a two-year cap on Level 1 accreditation and additional support for small businesses, but do not introduce mandatory hiring targets for higher levels.

How does the Disability Confident scheme impact employers?

The scheme allows employers to gain accreditation based on their inclusivity practices, but the lack of stringent requirements means some may not genuinely improve their hiring of disabled individuals.