Building disability confidence in recruitment – REC's journey

Our journey 

There has been a spike in the recognition of Equality, Diversity, and Inclusion (EDI) and its significance in the workplace. The REC has contributed to EDI in many ways from educating our internal and external stakeholders about its benefits, to joining schemes that provide frameworks and empower organisations to take practical steps in ensuring EDI barriers are tackled effectively.  

Recently at the REC, we conducted an EDI survey to provide staff with the platform to share their thoughts and opinions on how we can further develop our approach. The results not only highlighted the importance of having an inclusive workplace, but also suggested ways in which we, as an organisation, can encourage and promote equality together. 

One of the actions we took in response was to strengthen our commitment to the Disability Confident scheme (they asked, we listened!). Did you know that people with disabilities are almost twice as likely to be unemployed as able-bodied people? (Scope 2020). This figure would surely have increased in recent years due to the pandemic and the cost-of-living crisis. Did you also know that 20% of the working age population reported that they were disabled in October-December 2020 according to the House of Commons? It is time to take urgent and meaningful action for disability inclusion in the workplace. 

What is the Disability Confident scheme? 

The Disability Confident scheme was provided by the Department for Work and Pensions and is designed to encourage employers to recruit and retain people with disabilities and those with health conditions. This means that, as well as re-evaluating our current recruitment and retention processes, we are actively working towards promoting an inclusive and empowering labour market.  

The scheme provides a framework for the REC to explore different ways to be inclusive when recruiting and retaining individuals by: 

• Challenging attitudes and increase understanding of disability 
• Drawing from the widest possible pool of talent 
• Securing high-quality staff who are skilled, loyal, and hard working 
• Improving employee morale and commitment by demonstrating fair treatment 

There are 3 levels designed to support employers on their Disability Confident journey, these are: 

• Disability Confident Committed (Level 1) 
• Disability Confident Employer (Level 2) 
• Disability Confident Leader (Level 3) 

Next steps 

Our HR team has recently renewed our Level 2 membership. This entailed reviewing the previous self-assessment document and updating it with new practices that the REC has adopted since our last renewal in 2019.

In the coming year, the REC plans to collaborate with our local Jobcentre Plus to restructure and re-introduce our work experience scheme, allowing people with disabilities and health condition to explore the different opportunities we have to offer. The different departments within the organisation will be provided with the support they need. This is only the beginning in reinforcing the relevance of EDI to our whole organisation. 

We’re very proud of our journey so far and we stand with other businesses that have made the same decision. We want to continue to set an example for our members and other organisations that are yet to join the scheme and contribute to our ever-changing world. 

You can find out more about our current EDI work on the dedicated page.