1. Ray Dempsey Civil Service Disability Inclusion Team
Disability Inclusion, The Civil Service, Our Journey NHS Employers Partners Programme Thursday 13th December 2018
Ray Dempsey
Civil Service Disability Inclusion Team

2. Civil Service Organisational Context
Civil Service employment on 31 March 2018 was 430,075.
25 Ministerial Departments, 20 non-ministerial departments and 401 agencies and other public bodies.
Staff are based across the UK and overseas, with more than 7 in 10 working outside London and the South East.
Wide range of professions, largest profession Operational Delivery.
Of those who shared their disability status, 10% were disabled.

3. Key Disability Priorities
Continue to improve workplace adjustments for disabled colleagues.
Key Disability Priorities
Engage leaders at every level, to create an inclusive culture in which all can thrive.
Improve the existing support on managing mental health.
The Civil Service Diversity and Inclusion Strategy, published 16 October 2017, includes an additional key disability priority…
Improve the talent pipeline of disabled colleagues, by providing greater access to development opportunities and improve our existing recruitment practices.
Target to halve the gap in engagement and bullying &harassment scores by 2020.
In April 2018, we published a Civil Service wide target to increase disabled new entrants into the Senior Civil Service to 11.3% by 2025.

4. Attracting Disabled Talent
Becoming the most inclusive employer in the UK by 2020
Civil Service Careers website.
Piloting Inclusive Recruitment & Selection Methods. 
Positive Action Schemes:  
Autism Exchange Work Insight Programme.
Summer Development Internship Programme.

5. Retention – “ A Great Place to Work”
Improving Line Managers Disability Capability.
Central Workplace Adjustment
   Service.
Mental Health Support.
Engagement Initiatives.
Civil Service Workplace Adjustment Team ENEI Disability Confident Award Winners

6. Progression – CS Talent Development
Strong representation on internal talent schemes.
Additional learning offer DELTA.
Positive Action Pathway Programme.
Purple Space Bursary Scheme.
Diverse Leadership Task Force.

7. Measuring Success Increase in Disability Representation.
Higher Disability Engagement.
Accredited Disability Confident Leaders (Level 3).
Sir Philip Rutnam Civil Service Disability Champion with Civil Service Permanent Secretaries who led their Departments to successfully achieve Disability Confident Leaders Level 3 status
Disabled colleagues able to share personal disability stories.
External challenge – Disability Expert Advisors Panel. 
BUT more to do…

8. Take Away Tool – ENABLER & I CAN B Models
Exhibits Inclusive Leadership Behaviours.
Nurtures Untapped Talent. 
Attendance Management Support.
Breaks Down barriers by Implementing Adjustments.
Leader & Disability Ally.
Engages Others & Builds Positive Relationships. 
Respects Confidentiality.
Inclusive leader.
Confidentiality aware.
Attendance management. 
Nurtures talent.
Breaks down barriers.
Facilitator Notes
Introduce ICANB.
This is a more concise and memorable approach.
This mirrors a DWP Inclusion initiative called I can be me (at work), which is about creating a culture where we can bring our whole selves to work.

9. Any Questions?