Research exploring ways to improve the Disability Confident Employer Scheme in Wales - Views about the current scheme

Focus group participants, which included employers, trade unions, DPO’s and IG representatives reflected on advantages of, and problems experienced with the scheme.

Within focus group discussions, there was recognition from some participants that independent assessment and scrutiny at Level 3: Leader status ensured that organisations had to report on actions they had implemented, and this was seen as a positive aspect of the current scheme which held organisations accountable. 

One participant reflected that the concept of an interview guarantee was a positive element:

I know personally from some of my disabled friends they have been pleased with the requirements to interview disabled candidates who meet all the essential criteria. I think that is a useful element of it. But I think it's more of some useful elements in an overall scheme that isn't properly monitored. (DPO group participant)

However, some participants had experience of this not being honoured. 

Participants reflected that displaying the Disability Confident scheme logo on job adverts could be advantageous to disabled people if it indicated certain minimum employment expectations would be met. However, whilst there was some confidence amongst participants that Level 3 employers might meet this expectation, there was less confidence in the lower-level employers.

Evidence regarding problems experienced with the current scheme is detailed below. There was more evidence provided relating to problems experienced with the current scheme as opposed to advantages. 

Levels 1 and 2 were not considered robust enough by many participants. This was due to the requirement for employers to self-assess any progress and a lack of external monitoring and rigorous accreditation throughout the process. One participant reflected it was like employers ‘marking their own homework’. Levels 1 and 2 were criticised for not being challenging enough and set a low standard of expectation for employers. The current scheme was described by many participants as ‘a tick box exercise’ and ‘not fit for purpose’. 

We actually felt that there was no value to level 1 or level 2 because you evaluated yourself. (Employers group participant)

Level 3 employers that participated in the research voiced the opinion that the scheme largely accredited actions they had already undertaken, and the scheme needed to be more ambitious to support employers at all levels by providing more opportunities for further learning and development. Participants from some of the IG’s, reflected that some employers at Level 3 had ‘splintered off and created a new framework’ as the current scheme was not working well enough for them. This was because the current scheme was deemed to not provide enough specialist support. 

And we definitely found that it's not necessarily fit for purpose for the communities we serve, and we went well beyond the requirements in that area. And so, I think we had a conversation internally about, you know, how does this actually work for us?. (IG group participant)

Participants reflected the lower levels of the current scheme represented a ‘minimum standard’ for employers to achieve easily. This potentially gives a false sense of security for disabled people in terms of assuming that appropriate health and safety measures and reasonable adjustments are already in the workplace.

Think it takes about half an hour to fill out the form as well online for level 1 which is really quite worrying, and it's quite patronising to disabled people, isn't it. That’s all you have to do. (IG group participant)

There were several comparisons made with other employment schemes for other groups with protected characteristics. Disability Confident was compared unfavourably in terms of the overall scheme aims, objectives and the monitoring of outcomes and progress made.

There was a view among some participants that awareness about the current scheme and its objectives were poorly understood by some amongst employers and disabled people.

Do people even know about it? You know, if you're kind of in that world, or if you're a disabled person, you might be aware of Disability Confident but what does it actually mean to somebody trying to access that organisation for services or employment?. (Employers group participant)

DPO representatives reflected that some employers may have some understanding of barriers for disabled people accessing employment and may think recruitment practices are fully accessible, but this is not always the case. There is a need for a better understanding of the scheme itself but also the barriers disabled people face when accessing employment. 

Some participants highlighted ‘horrid’ experiences in employment that disabled people had faced historically. The lack of follow up for employers means that some are not currently held accountable or required to make any changes in a work environment which can lead to repeat bad experiences. (DPO’s/IG’s group representative)            

It was also reflected there is a lack of emphasis on engaging with people who have lived experience for feedback. 

What's really concerning for me is that lack of emphasis on people who take part in the scheme to get feedback from actual disabled people that they employ. You know it's all well and good to kind of have a monitoring and review system. But if that doesn't actually get the views of people employed within that workplace. (IG focus group representative)

Employers expressed views that they would welcome more engagement and learning. The current scheme does not provide enough support and guidance for employers to ensure they understand what it is they have signed up for to deliver it well. This can further exacerbate lack of understanding of the scheme itself and barriers that disabled people experience in the workplace. 

We're a Disability Confident employer and I guess for us the purpose of doing it was because whilst we believe that we do inclusive employment really well, we were looking for well, what else could we do? So, we consult with our disabled employees, we make sure that we provide what is needed and we were hoping that Disability Confident might give us some kind of further tools and support to do that even better. And we were disappointed with that which is why we didn't go any further with it. (DPO group participant)

The issue of funding and dedicated resource that is required to facilitate a scheme such as Disability Confident was highlighted. It was reflected by one participant there is an over reliance on the third sector to deliver advice. It was suggested there should be a statutory duty across different sectors to involve representatives of disabled people to remove barriers for disabled people. 

Participants reflected that for some employers who are signed up to the scheme, there is real ambition to ensure inclusive employment, however the current scheme is not seen to provide that additional layer of support needed to move employers through the levels. Participants with relevant experience such as organisations representing disabled people and trade unions reflected that they could play more of a specific role in the current and/or a future scheme. One of the advantages of this would be to ensure employers understand fully the challenges that disabled people face. This will be discussed further in this report.