Help notes: PEOPLE HIGHER LEVEL QUESTIONS
The ‘higher level’ questions are more aspirational. You may wish to work towards the minimum level topics first.
The higher level help notes are less detailed than for minimum level questions but will help point to you towards more information and examples related to those topics.
Is your organisation a member of the Disability Confident employer scheme?
This question is about being part of the Disability Confident Employer Scheme, operated by the Department of Work and Pensions. The scheme encourages organisations to make the most of skills disabled people can bring to the workplace.
Organisations can participate in the Scheme at three levels:
- Level 1: Disability Confident Committed. At this level organisations commit to a set of actions, such as making adjustments for disabled people in the workplace, and one of a list of specific initiatives, such as providing work experience opportunities for disabled people. This level is self-assessed.
- Level 2: Disability Confident Employer. Organisations at level 2 integrate disabled employment more deeply into their operations. This level is self-assessed.
- Level 3: Disability Confident Leader: The highest level within the Scheme, attained by organisations championing disabled employment in their locality or business sector. This level of achievement requires validation by an external auditor.
More information: Disability Confident Employer Scheme
Is your organisation a Living Wage employer accredited by the Living Wage Foundation?
This question is about publicly demonstrating a commitment to the Living Wage minimum pay rate.
The Living Wage Foundation sets a unique minimum pay rate for employees in the UK taking into account costs of living. This is called the ‘real Living Wage’. Employers which are accredited by the Real Living Wage Foundation can publicly demonstrate and promote their adherence to this minimum pay rate and commitment.
More information: What is the real Living Wage? | Living Wage Foundation
Does your organisation report on gender, ethnicity and executive pay gaps?
This question is about reflecting on your organisation’s pay in the context of gender, ethnicity, and work grade. This can show a commitment to fairness and highlight where there are gaps. The question is for organisations with 250 or more employees.
Gender-pay gap reporting is a legal requirement for UK-based organisations with over 250 employees. Gender pay gap reporting involves calculating the gap between average female pay and average male pay within an organisation. More information: Gender pay gap reporting: guidance for employers – GOV.UK
Executive pay gap reporting is a legal requirement for organisations with over 250 employees publicly listed in the UK. Those within the regulations are required to report their CEO pay compared with the median, 25th percentile, and 75th percentile of UK-based FTE pay. More information: BEIS Document Template
Reporting on pay gaps associated with ethnicity is not a legal requirement, but can be voluntarily completed. More information: Ethnicity Pay Reporting: Guidance for Employers – GOV.UK
Does your organisation monitor employee diversity and have plans for the workforce at all levels to be representative of the regional population?
This question is about understanding the diversity of your workforce, and to what extent it reflects the locations where you operate. This can help to promote fairness, create a more effective mix of skills and insight in your employees, and increase employee engagement.
More information:
Diversity monitoring what to collect and how to comply with the law
Planning Your Inclusion & Diversity Strategy | Inclusive Employers
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Does your organisation monitor its social impact on local communities, and take action on the findings?
This question is about the positive and negative consequences an organisation can have on local communities. Monitoring these impacts enables decisions to be made about how to increase the benefits and reduce the negative impacts.
Positive examples include employing local people or people from less represented groups, sponsoring a local team or event, volunteering with local organisations, partnering with schools, or supporting local businesses.
Examples of negative impacts could be creating noise or dust pollution, excluding local or less represented groups from the workforce, or displacing local businesses.
More examples and information:
How small and medium businesses can still have a massive social impact – Impact Reporting
What is Social Impact and How Do I Measure It? | Good Finance
[The Duchy of Cornwall does not endorse the content of external sites.]