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. We have a sense of responsibility to the world and to the industry - we want to help change attitudes to disability and inclusion for the better.

Joining the Disability Confident scheme demonstrates our commitment to equality and diversity in the workplace, specifically to support employees and job applicants with disabilities, and ensure that they have equal opportunities to develop.

We have signed up to five key commitments that all support our existing Diversity Action Plan:

1. We will ensure our recruitment process is inclusive and accessible

• Ensure against discrimination
• Make job adverts accessible
• Provide information in accessible formats (for example, large print)
• Accept applications in alternative formats (for example, electronically)

2. Communicate and promote vacancies

• Advertise vacancies through a range of channels, using our Disability Confident badge to make sure potential applicants know we’re an inclusive employer
• Get advice and support from Jobcentre Plus, Work and Health Programme providers, recruiters and your local disabled people’s user led organisations (DPULOs)
• Review current recruitment processes

3. Offer interviews to disabled people

• Encourage applications by offering an interview to an applicant who declares they have a disability.
• The aim of this commitment is to encourage positive action, encouraging disabled people to apply for jobs and provide an opportunity to demonstrate their skills, talent and abilities at the interview stage.

4. Anticipate and provide reasonable adjustments as required

• As Employers, we have a duty under the UK Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues.
• Many adjustments are straightforward and easy to carry out – particularly if there’s been a little lateral thinking about how an accommodation can be reached. Often these adjustments will cost nothing or very little.

5. Support any existing employee who acquires a disability or long term health condition, enabling them to stay in work

• Retaining an employee who has become disabled means keeping their valuable skills and experience and saving on the cost of recruiting a replacement.

We are proud to be part of this scheme, and we look forward to making valuable progress.

Find out more information about the commitments and the Disability Confident Scheme here.

You can find out more about Scott Brownrigg’s values and the actions we take to support these here.

Director of Practice, Helen Taylor, is currently delivering a series of CPDs through RIBA Academy entitled “Optimised Learning Environments: Inclusive Design for all” with Jane Simpson, Access Consultant- RIBA members and non-members can sign up here.