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Benchmarking > Survey

Disability Issues in Recruitment & Absence Management 2009

IRS Employment Review's 2009 survey investigates the ways in which employers' recruitment and absence management practices take account of individuals with disabilities, looking at compliance with the law as well as good practice.

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Survey:	Disability Issues in Recruitment & Absence Management 2009	Date: 12-02-2009
Source:	XpertHR Surveys	More about this Survey

Survey questions

Does your organisation have a formal disability policy?

Is your organisation a “public authority” with a legal "disability equality duty"?

Have you implemented a disability equality scheme?

Has your organisation adopted the "Two Ticks" symbol for disability equality?

What percentage of your workforce has a disability?

Has the proportion of disabled employees changed?

Why have employment levels of disabled people increased?

Have you changed recruitment practices to encourage applications from disabled people?

How have you changed recruitment practices to encourage more applications from disabled people?

Do you use any disability-related Government schemes?

Which disability-related Government schemes do you use?

Have you restricted a vacancy to disabled people only?

Have you reviewed recruitment methods for disability equality?

What aspects of recruitment have you reviewed for disability equality?

Do you train recruiters for disability awareness?

What does disability training for recruiters cover?

How do you assess whether applicants have a disability?

Do you monitor employment practices for disability equality?

What employment factors are monitored for disability?

At what stage are applicants asked if they require reasonable adjustments?

What are the most common types of reasonable adjustment?

How does employment of disabled people affect you?

Do you agree with the following statement? "Employing people with disabilities helps the organisation promote itself as an equal opportunities employer."

Do you agree with the following statement? "Employing people with disabilities helps encourage compliance with disability-related law."

Do you agree with the following statement? "Employing people with disabilities helps the workforce better reflect a diverse customer base."

Do you agree with the following statement? "Employing people with disabilities encourages a more tolerant and inclusive culture."

Do you agree with the following statement? "Employing people with disabilities encourages other employees to recognise the diverse nature of disability."

Do you agree with the following statement? "Employing people with disabilities helps us tap into wider talent pools."

Do you agree with the following statement? "A more diverse organisation encourages greater innovation."

Have you reviewed your absence management policy in relation to managing disability?

Do you allow disability-related absences?

How do you record disability-related absences?

Do you discount disability-related absences, by way of reasonable adjustments, in individual cases?

Have you reviewed OH procedures on managing disability?

If an employee discloses they have a disability, do you involve OH in a discussion as to their ongoing needs in employment?

Do your OH advisors provide guidance on disability law?

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