In February 2022 Kinovo signed up to the Government’s Disability Confident Scheme as a Committed Employer, which means we are committed to doing all we can to encourage and facilitate disabled people to work with us.

The Disability Confident scheme is a voluntary scheme, developed by employers, disabled people’s representatives and the government.

The scheme has 3 levels:

  • Disability Confident Committed (level 1)
  • Disability Confident Employer (level 2)
  • Disability Confident Leader (level 3).

Disabilities are not always visible; as an inclusive employer if any member of staff develops a disability – whether physical or mental – we will do all we can to support them, and their family, either back to full health or make reasonable adjustments to their workplace to ensure they can continue to work for as long as possible.

Disability Confident organisations play a leading role in changing attitudes for the better.  By inclusive recruitment practices, it helps us recruit and retain great people, drawing from the widest possible pool of talent, securing high-quality staff who are skilled, loyal and hardworking and improving employee morale and commitment by demonstrating that we treat all employees fairly.

It also helps our customers and other businesses identify employers who are committed to equality in the workplace and don’t just “talk about it”, but actively encourage and do it.

Dawn Kemp, Kinovo Group HR Director, said: “​​​​​​​The useful information available from Government websites and publications, such as those included in this post, act as learning as well as information guides – especially when it comes to using inclusive language when talking to and about disabled people.  Our culture has always been to provide a supportive working environment and, regardless of an individual’s technical abilities, we have always maintained: “if you have the will, we can give you the skill”.  Having the right attitude toward your working life, how you treat others at work (and at home) says more about a person’s abilities than any temporary or permanent physical or mental impairment does.  Recruiting the best person for the job remains paramount – so “ignoring” an applicant’s physical and/or mental difficulties during that initial hiring process is not only the lawful, but also the most basic, human thing to do.”