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Award category:
In the last 12-18 months we achieved Disability Confident Leader status, which reflects our commitment to attracting, recruiting, and retaining disabled people through positive and proactive measures. We launched the Hidden Disability Sunflower scheme, providing employees with sunflower lanyards and badges to help raise awareness of hidden disabilities. Achieved RNIB Visibly better employer standard by introducing new policies and guidance, such as an Assistance Dog Policy and a Reasonable Adjustments Guide. We hosted several disability awareness sessions including bringing together employers in the sector and other sectors to share best practice in areas such as recruitment and HR. Created an overarching Unity inclusion group made up of Affinity Network chairs to strengthen the connection between the Affinity Networks and the Executive team and to closer align activity to business strategy.
We are acting as a leader, ambassador and influencer for change to support improvements in the sector to make a positive influence on the lives of disabled people. We regularly share our best practice and journey with others and proactively look for opportunities to connect with other employers so that they can be a positive change too. We seek out the skills and energy that often-marginalised groups can bring to our teams, such as working with Jobcentre plus centres and engaging with the Department of Work and Pensions to provide opportunities for disabled jobseekers.
Our purpose is to deliver sustainable infrastructure that enhances life and protects our shared future. We achieve this through our vibrant community of employees who are empowered to make difference and to celebrate our differences. At Amey we look after each other and protect and develop what is great in all of us. This culture supports the wok we are doing to support disability inclusion.
We want other businesses to commit to helping to make the industry more inclusive by breaking down barriers and providing more opportunities for disabled people to shine.
Amey has been engaged in supporting the disabled community and increasing awareness about disability issues through different initiatives and activities. Within our organisation, this includes offering disability awareness training to employees and increasing awareness of hidden disabilities through the Hidden Disabilities Sunflower.
We also became a Disability Confident Leader, in which we demonstrate our dedication to inclusive hiring practices and ensure qualified disabled applicants reach the interview stage. We also share our expertise and experience with other employers, helping them achieve their Disability Confident status, and participate in discussion roundtables and speak at events to spread awareness throughout the broader industry.
Continue to champion disability inclusion through disability awareness events and encouraging our suppliers and peers to also become disability confident employers.
While we are making great progress toward being an inclusive organisation, change is a slow process.
At Amey we are encouraging our employees to understand how making small changes to support our employees with disabilities can have a big impact on their working environment and we believe that education is a crucial element for breaking down barriers. By educating our people about disabilities we can actively support our disabled employees, and our hope is that we become an employer of choice for people with disabilities because they know they will get the support and understanding they need to thrive.
Disability Power 100 profile information is self-submitted by the profile subject. Shaw Trust understands and respects that disability and impairment descriptors and language use varies from person to person. Shaw Trust assumes no responsibility or liability for any errors or discrepancies in the content of this, or any other, profile page.