A vote of no confidence in Disability Confident

We all need opportunities to grow and thrive at work. ‘Disability Confident’ exists to help employers to include Disabled people in the workforce. But the scheme isn’t working.

Employers can apply to be ‘Disability Confident’ without employing a single Disabled person. It makes no sense, and it leaves Disabled people feeling unsure that we can trust the scheme.

Like buying shoes for a person you’ve never met

Disability Confident has little or no effect on how many Disabled staff a company has (Disability at Work). Many employers are trying to create inclusive workplaces, but good intentions need proper support.

In January 2026, the Government announced an overhaul of Disability Confident, but the ‘overhaul’ doesn’t include talking to Disabled people or Disabled employees about ways to improve things. It’s like buying shoes for a person you’ve never met.

Disabled people's views

Disabled people shared their expertise on Disability Confident during a recent consultation.

Jo’s employer obtained entry to the Disability Confident scheme despite two employment tribunals upholding complaints from Disabled staff about bad treatment (name has been changed).

One person described frustration with:

“schemes that give employers badges to make them look good, that have no effect at all on how they do things.”

Another person said:

“most employers do not understand reasonable adjustments, and the Disability Confident scheme - in its current form - does nothing to change that. It needs to be reformed into a rigorous, evidence-based standard that actually improves Disabled people’s access to work.”

Changing Disability Confident

The Disability Employment Charter says companies should have targets to include Disabled people in their staff, and retain them too. Disabled people are calling for mandatory disability training for line managers - similar to that rolled out for GDPR.

Campaign for Disability Justice CEO Caroline Collier said:

‘Disability Confident should allow people opportunities to thrive at work, but it’s acting as a PR sticker. It’s time for clear targets:  employers should recruit and retain Disabled talent, so everyone who can has a chance to build a career.’

If we're serious about improving employment opportunities for Disabled people, we need open conversations about what works, what doesn't, and where the evidence is still missing, so systems deliver real change.