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Disability Confident Scheme

mrt502

Hi all...

With there being so few neurodiverse (ND) people in full-time employment, I was wondering what, if any, experiences anyone else has had when applying for a job with an employer that is registered with the Disability Confident Scheme?

My own experience has been less than stellar, but then, the most recent attempt was applying for a job with the local council Rolling eyes

I have several issues/question regarding the DCS - all based purely upon my own experience and latter research.

First, please indulge me in relating my most recent experience:

I saw a job advertised that I would be able to do standing on my head, blindfolded and one arm tied behind my back.

I had ALL the mandatory skills/experience and all except for one of the desirable ones

Being a local authority, they wanted their own specific application form filled out etc.  Now, I don't know about anyone else, but I go to complete pieces when it comes to application forms for anything, let alone a job - sends the anxiety straight through the roof.  Knowing this, I telephoned the HR department, explained my situation to a very helpful lady and she agreed that, in my case, they would make a reasonable adjustment and allow me to fill in only the basics on the application form and submit my CV for the evidence of skills and experience etc.  This I duly did - even thanking them for the reasonable adjustment in the covering email.

It just so happens that this local authority quite proudly promote themselves as a Disability Confident employer.  Even on their own website it states that if you are applying under the Disability Confident scheme and you meet the minimum requirements for the job, you are guaranteed an interview.  Result, I thought.

Imagine my surprise when 3 weeks later I receive an email stating that I have been unsuccessful and will not be called for interview.  TO be perfectly honest, it felt like someone had stepped out of my computer and slapped me round the face.

I emailed them asking for feedback on why my application was unsuccessful.  Another 3 weeks went by and then I received an email stating that it is not their policy to give feedback at the application form stage of the interview process.  I replied stating that as I had applied under the DCS, I would really rather appreciate the feedback especially as I met all their criteria.  2 weeks later I receive an email stating that the HR manager will discuss my application with the hiring manager(s) and get back to me though she also re-iterated that it is not their policy to give feedback at this stage.  4 weeks down the line I get an email...  This email says that there was no evidence that I met the criteria in my application.

To (hopefully) put a picture in your mind think bull & red rag.

I duly opened my CV in Word, highlighted ALL the areas that evidenced where I met, or exceeded, their requirements and sent it back to them with a very politely worded email asking where, exactly, the evidence they were looking for was lacking.  That was 2 months ago and I still have not received any response.

Now, my questions...

  1.  What is the point of having a scheme if there is no teeth or enforcement behind it?
  2.  What is the point of an employer advertising that they are part of the scheme and then not even complying with the information on their own website/material?
  3.  If the idea is to make jobs/employers more accessible to those with disabilities (ND, ASD, paraplegic or whatever), how can it possible be doing so?
  4.  If this is another example of so-called "positive discrimination" can someone please explain what part(s) of this experience has been positive for me?
  5.  I would prefer that everyone was treated solely on their ability to do the job rather than any "protected characteristic" or, in the absence of that, at least do what you (the employers) say they are going to do!

Okay...  Soap box has been made into a go-kart now...

Has anyone else had any experiences - positive or negative - of this or any similar schemes?

  • Former Member
    Former Member in reply to mrt502

    Admit it, you don't really want to join them, you want to beat them :-D

  • With all the comments received pointing that my experience is far from unique, I would re-iterate my call for NAS too get involved etc

  • in reply to Atypical

    There are also some stark attitudes in the workplace linked to capability. The assumptions made are quite disgraceful. Of course, assumptions about disability is illegal within the Equality Act 2010 however, it is relay applied. Instead, the applicant/employee is expected to take action against the employer as an action in Employment/Civil Law. 

  • in reply to Former Member

    I agree. It’s about compliance rather than changing a culture.

  • Former Member
    Former Member

    I think this is fairly typically "normie".  They sign up to these things because they think it will make them look good, and whilst I'm sure some of the involved people believe in it, that rarely pervades the entire organisation.  They only need to hire enough to make their diversity figures look good.  I suspect they aim to hire into the low paying roles where they can pay even less "because they are giving someone a chance."  Some might call it cynical, I call it...

  • In my experience, there is a big gap between the statement ‘Disabilty Confident’ and the decisions/culture of recruiting managers. My understanding is that any organisation can ‘self assess’ their compliance with the Disability Confident Scheme and make an application. There is only third party verification of performance at the Disabilty Leader stage.

    Employers are often looking for the ‘right fit’ when recruiting and fail to see if this decision is influenced by Unconscious Bias. For instance, managers might think of the team as a ‘work family’ or for someone to fit exactly within the dynamics of the team. The fundamental issue is that equality legislation and policy talks about inclusion and breaking down barriers. It also means that employers need to judge people on their ability to the job and if a disability presents a barrier, consider reasonable adjustments to reduce or remove these barriers. In my experience, I do not believe that employers understand this.

  • I have had a similar experience.  I live in Scotland, last year I applied for a job with a council.  I had more than enough academic qualifications for the post and I had about six years recent experience working in a similar post with another employer.  On the online application form there was a question:

    "If you are a disabled applicant, do you wish to be interviewed under the Guaranteed Interview Scheme?", I replied "Yes" and in the equal opportunities section said that I was on the Autistic Spectrum.

    I didn't get an interview despite this.  I suppose that I could have asked their HR department about why I didn't get an interview, but I thought what is the point?  I thoiught that I would only alienate important people and make things difficult for myself in the future, that appears (to me)  to be the way of the World.

  • NAS Moderator(s) - is this something that NAS can get behind?