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<p>We announced on 2 November that new Disability Confident (DC) Leaders (Level 3)
and Disability Confident Leaders applying for re-accreditation will need to use the
voluntary reporting framework (VRF) to publicly report on disability employment. A
copy of which is attached. Although there is flexibility in how employers can use
the VRF, we expect that most DC Leaders would choose to combine it with their annual
report and accounts.</p><p> </p><p>We developed the voluntary reporting framework
with a group of employers and disability stakeholders. It is deliberately designed
to be flexible, recognising that different employers start in different places. It
does not require reporting on pay and we have no current plans to require pay reporting.</p><p>
</p><p>Disability Confident leaders are now required to publicly report using the
voluntary reporting framework and one of the measures the framework encourages is
the number of disabled people employed.</p><p> </p><p>The definition of disability
in the voluntary reporting framework is self-declared, asking employees if they ‘consider’
themselves to have a disability. The framework is both voluntary and flexible, designed
based on feedback from employers and other stakeholders. If we choose to go further
in future, we will look at the case for alignment with the definition of disability
in the Equality Act 2010.</p><p>We are committed to reducing the disability employment
gap, and will report on progress regularly. We will consider the case for a target
as part of our work on the new National Disability Strategy which we have committed
to publish by the end of 2020.</p>
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