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Disability Confident

Did you know….

 Only 17% of disabled people are born with their disabilities. The majority of disabled people acquire their disability later in life. The prevalence of disability rises with age. Nearly one in five people of working age (7 million, or 18.6%) in Great Britain have a disability. In this section, you can find out more, how NHSGG&C can support you.

What is a disability?

The definition of the types of conditions that constitute a disability in employment legislation are quite broad. However, according to the Equality Act 2010 definition, a person has a disability if:

  • They have a physical or mental impairment
  • The impairment has a substantial and long term adverse effect on their ability to perform normal day to day activities.

The important thing to remember it is not the impairment but its effect on an individual. It is important to note that the definition can cover illnesses and conditions, including depression, heart disease or diabetes or asthma.

According to recent research the most common impairments that disabled people have were:

  • mobility (57%),
  • stamina/breathing/fatigue (38%),
  • dexterity (28%) and mental health (16%).

“Disabled people make a vital contribution to our labour market, as well as being uniquely able to help employers make connections with disabled customers. Shutting out disabled people isn’t just unacceptable discrimination, it’s bad business.”

-Mark Harper, MP, former Minister of State for Disabled People

What is Disability Confident?

Disability Confident is a government scheme that promotes the benefits to businesses of recruiting and retaining people with disabilities. The scheme offers advice and support to employers, enabling them to actively seek,hire and retain disabled people. Organisations’ complete a Disability Confident self-assessment, agree to undertake all of the core actions to be a Disability employer, and offer at least one activity to attract and retain disabled staff.

Are NHS Greater Glasgow and Clyde a Disability Confident Employer?

In February 2017, NHS Greater Glasgow & Clyde (NHSGGC) became accredited as a Disability Confident Employer under the Department of Work and Pensions (DWP) Disability Confident Scheme.

This follows on from our accreditation under the DWP’s Double Tick Standard which the Board held for a number of years – a series of 5 commitments regarding the recruitment, employment, retention and career development of disabled people.

What does this mean for NHS Greater Glasgow and Clyde?

The Disability Confident accreditation means that, as an employer, the Board is proactive in ways to recruit disabled people, and also have mechanisms in place ensuring that people with disabilities and long term health conditions feel supported, engaged and able to fulfill their potential in the workplace.

This is part of our commitment to recruiting and retaining the best people, regardless of disability. Being a Disability Confident employer means we are better placed to recruit people with disabilities, so we can build stronger and more effective teams.

As a Disability Confident employer we promote a culture of being disability confident:

  • Actively looking to attract and recruit disabled people
  • Providing a fully inclusive and accessible recruitment process
  • Offering an interview to disabled people who meet the minimum criteria for the job
  • Flexibility when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job
  • Proactively offering and making reasonable adjustments as required
  • Encouraging our suppliers and partner firms to be Disability Confident
  • Ensuring employees have appropriate disability equality awareness
  • Providing work experience
  • Providing work trials
  • Providing paid employment (permanent or fixed term)
  • Providing apprenticeships
  • Provide internships
  • Guiding staff to information and advice on physical and mental health conditions, with support available through our Occupational Health Service.
What are reasonable adjustments?

Equality law recognises that bringing about equality for disabled people may mean amending the way in which employment is structured, the removal of physical barriers and/or providing extra support. This is the duty to make reasonable adjustments.There are a number of factors to take into account what is ‘Reasonable’:

  • how effective the adjustment is in preventing the disadvantage faced by the disabled employee
  • its financial and other costs (if any) and how disruptive it is
  • the employer’s financial and other resources
  • the availability of financial or other helpIt is important to have objective and current information about the essential tasks of the job and there physical/psychological demands on the employee. Advice must be sought for subject matter experts for example an occupational health adviser, e-health specialist or a disability employment adviser. Its is also important to consider the disabled person in decisions on what is best and most reasonable adjustments, engaging in joint problem solving and be open to suggestions about how tasks or working arrangements might be done differently. As a note of caution the Equality Act does not override Health and safety considerations take precedence over the equality Acts and requirement to make reasonable adjustments. It’s about reasonableness. Therefore an objective, informed risk assessment will be required that:
  • focuses on facts rather than assumptions
  • assesses the individual, avoiding blanket restrictions
  • applies latest medical evidence
  • identifies any hazardous situations
  • involves the individual in finding solutions
  • identifies potential adjustment(s)When adjustments have been identified, they should be confirmed in writing, with a timetable for implementation. Also important to recognise that needs may change, and set up a simple mechanism for reviewing adjustments periodically.Every individual experiences his/her disability very differently therefore it is important not to make generalisations. Some people will experience little effect on their day-to-day activities and will manage at work quite easily, whereas others may have severe effects. It is essential to listen to what the worker says about the daily effects of his/her disability, and let him/her identify the difficulties s/he has at work. It is also important to be aware that many people have “coping strategies” and find ways around the effects of their disability. Some are likely to “play down” its effect.
How can we support you?

Further information on how we can support you can be found here.

Useful Information and Websites

Human Resources Policies                                                      

 NHSGGC has policies on a wide range of issues including Attendance Management and Mental Health & Wellbeing.

 Health and Safety                                                               

The Health and Safety Executive provide information tools and guidance on –

  • Tackling stress
  • Attendance management
  • Risk assessment HSE Stress Management Standards including line managers competency assessment tool
  • Vocational Rehabilitation


Stress related information-

Work related stress case studies

NHSGGC Health & Safety Policies & Guidance


ACAS provide a wide range of resources for employers on health and well-being and inequality


The Chartered Institute of Personnel & Development (CIPD) has developed the following article aimed at supporting line managers to recruit, manage and develop people with a disability or health condition:

Faculty of Occupational Medicine

The Faculty of occupational Medicine have a section on Health at Work containing useful resources for managers and staff.

United Kingdom Rehabilitation Council

The UKRC is a community of rehabilitation associations, rehabilitation providers, clients and other stakeholder groups. Our common goal is to ensure access to high quality medical and vocational rehabilitation services in the UK.