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Become more confident when attracting, recruiting & retaining disabled people

Disability Confident Employers


We are Disability Confident

Over 7 million people (17.5%) of working age in the UK are disabled or have a health condition. Historically there has been a significant gap between the proportion of disabled people employed compared with non-disabled people.

Through Disability Confident, we are working with employers to:

  • challenge attitudes towards disability
  • increase understanding of disability
  • remove barriers to disabled people and those with long term health conditions in employment
  • ensure that disabled people have the opportunities to fulfill their potential and realise their aspiration

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What is Disability Confident?

The Government launched their Disability confident campaign at a major conference in London in July 2013, attended by the Prime Minister and a host of Ministers from across Government.

The campaign is aimed at helping employers to remove barriers, increase understanding and ensure that disabled people have the opportunities to fulfil their potential and realise their aspirations. Enham Trust fully backs the campaign and is supporting the government as it drives forward various initiatives to help employers to become confident about disability in the workplace and recruit a truly diverse and inclusive workforce.

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How can disability confident help my business?

There are many benefits of employing a disabled person. Encouraging applications from disabled people is good for business. It can help you to:

  • increase the number of high quality applicants available
  • create a workforce that reflects the diverse range of customers it serves and the community in which it is based
  • bring additional skills to the business, such as the ability to use British Sign Language (BSL), which could result in large saving
  • enabling you to draw from the widest possible pool of talent
  • enabling you to secure high quality staff who are skilled, loyal and hard working

The costs of making reasonable adjustments to accommodate disabled employees are often low. The benefits of retaining an experienced, skilled employee who has acquired an impairment are usually greater than recruiting and training new staff. It is also good for the individual.

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