Alexander Accountancy’s Post

♿ Embracing Disability Confident Recruitment ♿ As someone committed to fostering inclusive working environments, I believe every individual deserves the opportunity to thrive in a workplace that suits them. The UK’s Disability Confident scheme empowers businesses to recruit and retain talented individuals with disabilities, ensuring our workplaces are diverse, equitable, and productive 👩💻 Supported by the Department for Work and Pensions (DWP) and the Chartered Institute of Personnel and Development (CIPD), this initiative offers guidance and resources to help employers become more inclusive. With nearly 20,000 businesses participating across the UK, the scheme aims to: - Challenge attitudes towards disability - Increase understanding and awareness - Attract and retain skilled employees - Create a supportive and flexible work environment Businesses can progress through three levels: 1. Disability Confident Committed (Level 1) 🥉  2. Disability Confident Employer (Level 2) 🥈  3. Disability Confident Leader (Level 3) 🥇 Achieving these levels not only demonstrates a commitment to inclusivity but also brings tangible benefits, such as accessing a wider talent pool and enhancing employee morale and loyalty 💜 I’ve seen firsthand how companies like Amazon, which has achieved Level 3 Leader status, are making a difference. Their dedication involves making reasonable adjustments, providing mentorship, and ensuring accessibility 📈 For businesses looking to make a positive impact, becoming Disability Confident is a strategic step towards achieving inclusivity and driving innovation. Let’s break down barriers and build workplaces where everyone can succeed 🤝 🔗 Learn more about the Disability Confident scheme and how to join: https://lnkd.in/eApzNFYi I couldn't recommend enough that every employer / hiring manager connected with me on LinkedIn looks into the Disability Confident scheme if they haven’t already signed up. Embracing this initiative can significantly benefit your organisation by promoting a diverse and inclusive workplace, attracting top talent, and demonstrating a commitment to fair treatment for all. Additionally, it helps candidates search for businesses with confidence, knowing they will be supported and valued 💪 #DisabilityConfident #InclusiveWorkplace #DiversityAndInclusion #Recruitment #UKBusiness #EmploymentEquality #Accessibility

No one expects to have to rely on disability benefits. Many disabled workers quickly learn that they’re in for a fight to win disability benefits – when most are least able to fight for the benefits they deserve. Now, disabled workers can have an edge: The Must-Read Guide To Winning Disability Benefits. Read it for free here: https://loom.ly/7aF85QQ By reading this book, you will be able to answer critical questions: 1️⃣ Am I eligible for disability benefits? 2️⃣ How do I apply for disability benefits? 3️⃣ How much money will I receive? 4️⃣ How long will my disability benefit last? 5️⃣ How can I make a winning application for disability benefits?

🤔 Let's Get Real About Quality in Disability Employment Services 🤔 As the new DES Quality Framework takes shape, many providers have just completed or are stepping up for their first-ever self-assessment of Element 2: Understanding Quality. A crucial revelation from these early stages is clear: believing you provide top-notch services isn't the same as proving it. Here's the truth—if you can't measure it, you can't claim it The framework demands concrete evidence and we welcome this change...as long as the administration doesn't become so cumbersome that it detracts from the resources needed to DELIVER quality services. Many of you have shared that the biggest hurdle isn't the delivery of services, but trawling through the evidence that proves the quality of your services. - Can you accurately extract your percentage of face-to-face appointments in a couple of minutes? - Do you know what portion of your resources are spent directly with employers understanding and adapting to the local labour market, without spending 2 days to gather this data? If these questions make you pause 🤔, consider that you might be short-changing not only your organization's potential but also the very people you aim to serve. If your current tools aren't up to the task of capturing these critical metrics, it's time to ask—what changes are necessary to not just meet, but exceed, the standards set by the DES Quality Framework? I'm curious to hear from you: - What challenges have you faced in your first self-assessment? - What tools or improvements do you think would help Providers bridge the gap between 'believing' and 'proving' their quality of service? If you want to chat about it in person instead, you can find us at the #DEAConference 11-13 June at the Grand Hyatt Melbourne. #DisabilityEmployment #QualityAssessment #DESQualityFramework #ServiceExcellence

I like the Disability Confident scheme and I tell people about it quite a lot at work. The scheme makes it easier for disabled people to get work by guaranteeing them an interview if they meet the essential criteria for a job. Although, unfortunately there are no guarantees in work as to whether a particular business will make a good employer for you, I do like to suggest to people that if a business has gone to the trouble of signing up to Disability Confident that it might be an indicator that they are thinking in the right direction. So essentially, aside from just the advantages of Disability Confident making it easier for disabled people to get jobs, it also could perhaps be an indicator that an organisation's work culture might be that bit more enlightened that some other employers. OK, I'm strongly emphasising the word "might" in that previous sentence but opting for "might" rather than "might not" could be a good idea couldn't it? Here's some information about Disability Confident employers. ***Employment Advisor's tip*** You can search the spreadsheet for employers in your area: https://lnkd.in/eXeNbhyc

We are delighted to confirm that Foster is registered as a Disability Confident Employer. Disability Confident is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. Being Disability Confident is a unique opportunity to lead the way in our community, and we might just discover someone our business cannot do without. It was developed by employers and disabled people’s representatives to make it rigorous but easily accessible, particularly for smaller businesses. The Disability Confident scheme helps us to recruit and retain great people, and to: challenge attitudes and increase understanding of disability. draw from the widest possible pool of talent. secure high-quality staff who are skilled, loyal and hard working. improve employee morale and commitment by demonstrating fair treatment.

More than ever, the challenge is on all of us to address barriers to employment opportunities for people with disability. I was excited to co-present with Hugh Miller from Taylor Fry today as we shared economic modelling that shows the significant value of supported employment, and shows how a wage offset model could benefit people with disability while reducing government costs for both the NDIS and disability pensions. At Endeavour Foundation, we're passionate about advocating for fair wages for employees we support, aiming for at least the national minimum wage rate. That's not too much to ask. Employment outcomes for people with disability have barely changed in 20 years! It's time for concrete policy solutions and momentum to ensure much-needed wage reform. Together, we must unite to fight for the employment rights of people with disability; will you support wage reform for people with disability? #SocialJusticeIsForEveryone #TheTimeForChangeIsNow #DisabilityAtWork

Insights on the DES Quality Framework, proving the quality of services with concrete evidence is key. Looking forward to discussions at the #DEAConference! #DESQualityFramework #DES

KEY ANNOUNCEMENT IN HOUSE OF LORDS ON LABOUR’S PROPOSED DISABILITY EMPLOYMENT POLICY! 🏛️ It was wonderful yesterday to hear Baroness Sherlock, Labour Work and Pensions spokesperson, announce in a debate in the House of Lords that a future Labour government would implement several of The Disability Employment Charter’s key policy proposals. 🔴 “… Labour’s new deal for working people will introduce mandatory disability pay-gap reporting for firms with more than 250 staff …” 🔴 “A Labour Government would overhaul Access to Work, with improved targets for assessment waiting times and also in-principle indicative awards, so that disabled people would know what kind of equipment, adaptations or support they could get before they start work” 🔴 “We would make it simpler to secure reasonable adjustments in a timely manner …” Shadow disability minister Vicky Foxcroft MP also committed Labour to these proposals in a speech at a UNISON event in December, as well as to providing statutory rights to time off for trade union equality representatives.  See: https://lnkd.in/eq3UYw6A It would appear that Labour are listening. And have thus far responded very positively. 👉 Thank you also to Lord Shinkwin for citing in the debate my recent research with my Disability@Work colleague Nick Bacon that shows the percentage of the workforce that is disabled is barely any different in Disability Confident organisations than elsewhere (see: https://lnkd.in/egkzBEJq); and my argument to the Work and Pensions Select Committee earlier this month regarding the scarcity of jobs that are advertised on a working from home basis (see: https://lnkd.in/eWzuS8u4) It is a massive privilege to be able to help shape debates in Parliament in this manner, and to push forward the policy agenda via The Disability Employment Charter. 💪 This has, of course, only been made possible by the ever-growing number of organisations to have signed the Charter. A massive thank you to you all! Full debate in Hansard: https://lnkd.in/eWbk_phx

I've never been on Disability, but if I ever end up having a disability, apply for Disability benefits, & end up receiving Disability benefits, would I be on it only until I make a kind of "recovery that would enable my supporting myself without it"? One who gets accepted for Disability benefits receives such benefits for 26 weeks. Benefits begin on the eighth consecutive day of disability. Benefits are paid for a maximum of 26 weeks of disability during any 52 consecutive week period. #question #questions #Question #Questions #QuestionOfTheDay #questionbox #questiontime #questionbank #Questionbox #Questiontime #Questionbank

The new program, effective from July 1, 2025, is intended to improve #employment and career outcomes for #PeopleWithDisability through individualised and effective specialist disability employment services. Read all about it: https://hubs.ly/Q02SKJp20