This initiative is a mission to achieve equality, inclusion, and economic empowerment for disabled people.
To us, the Disability Confident Scheme is more than a policy; it’s a commitment. We believe that having a disability should never be a barrier to meaningful employment, growth or respect. This initiative ensures that people with disabilities are fully included in our workforce, with the support, flexibility and opportunity they deserve.
Why it matters
Too often, organisations unintentionally exclude or limit the potential of individuals with disabilities. By intentionally designing inclusive recruitment, workplace adjustment and advancement pathways, we expand who can contribute and flourish. Our scheme:
signals to current and prospective employees that we value diversity,
helps us tap into a wider talent pool,
strengthens workplace culture, and
ensures we reflect the communities we serve.
Key Pillars
Inclusive Recruitment Practices
Job adverts and role descriptions are made accessible (e.g. alternative formats, plain language).
Recruitment panels are briefed in inclusive interviewing and unconscious bias.
Applicants can request reasonable adjustments (e.g. extra time, assistive technology) during assessment.
Workplace Adjustments & Accessibility
We provide adjustments such as ergonomic workstations, screen readers, adaptive software, flexible hours, or hybrid working.
Physical and digital accessibility audits ensure that all employees can navigate tools, systems and premises comfortably.
Regular review of adjustments ensures they remain effective as needs or roles evolve.
Support, Mentoring & Training
Mentorship matching to support career development for people with disabilities.
Training for all employees on disability awareness, inclusive communication and allyship.
Employee resource groups or networks to share feedback, ideas and support.
Career Progression & Retention
Performance reviews account for individual adjustment needs.
Promotion and upskilling pathways are equally open to all.
Retention-focused policies to ensure long-term engagement
The Results
- Currently, 6 employees are classed as disabled (or have declared a disability to us).
- 2 promotions/upskillings among participants in the past year.
(Data September 2025)
Is the initiative sustainable in the long term?
1
Financial Sustainability
The initiative is built into our HR budget and aligns with revenue streams, so it is self-funded rather than dependent on grants.
2
Operational Integration
Disability inclusion is not a side programme — it’s integrated into recruitment, operations, and performance systems.
3
Continuous Improvement
We review policies, involve employee feedback, and adapt supports to emerging needs.
4
Partnerships & Advocacy
We collaborate with disability organisations, government bodies and peer companies to share best practice and increase impact.
Why it's important
Having a disability confident workforce is not just ethically right — it delivers business value. It enhances brand reputation, increases retention, widens access to diverse talent, and fosters innovation. Partnering with socially responsible organisations reflects positively on the entire supply chain.
Shital, who has a hearing impairment, joined our customer success team. With real-time captioning software, flexible scheduling and regular check-ins, she not only meets her targets but was promoted to a trainer role. Her journey shows how inclusive support enables success.
We Already Work With The Best...
Read More About The Benefits Of Business Process Outsourcing
