Table: Building Good Practice
| 2. Building Good Practice | Is this in place yet? | What more do we need to do? | |
| Knowledge and data | • Develop a standard expectation that disability data will be shared in annual reports by all large civil society organisations. | ||
| • Actively engage the workforce and beneficiaries in discussions around reasonable adjustments and adaptations, especially in induction processes. | |||
| Approach and ethos | • Review what it would take to move your organisational practice from a social model approach to a disability justice approach. | ||
| • Have measurable targets as part of an organisational inclusion and accessibility manifesto or strategy, and carry out annual reviews around implementation. | |||
| Access | • Carry out access audits of activities and venues and have a basic minimum access standard which all of your activities adhere to. | ||
| Policy and procedure | • Annually review all policies and procedures to ensure that they align with current best practice around access and inclusion. | ||
| • Operate a guaranteed interview scheme for candidates who meet the essential criteria of jobs who identify as disabled. | |||
| • Have established policies and procedures in place for reasonable adjustments, which support requests and include deadlines for implementation. | |||
| Training, learning and development | • Annually set aside staff development time to explore issues around disability inclusion. | ||
| Representation | • Ensure there is disability representation in all events, and that representation is not tokenistic and representative of the diversity of the disabled community. | ||
| • Develop leadership potential pipelines that recognise and harness the skills gained by lived experience. This includes mentoring from those with lived experience. | |||
| Working at the intersections | • Run activities that are aimed at disabled people who have additional protected characteristics such as events or forums for disabled people of colour or disabled women. |
