• Civil Service governance
• Accountability
• Diversity
  • Achieving a diverse Civil Service
  • Diversity Champions Network
  • Monitoring diversity
  • Public equality duties
  • Tackling harassment and bullying
  • Disability consultation
    • Disability report
  • Ethnicity re-survey
• Statistics
• Public bodies
• Public appointments
• Nationality requirements
• Government communications

Home About the Civil Service Diversity Disability Consultation report

About the Civil Service

Civil Service Disability Consultation

Report on the outcome of the Disability Consultation

Implications

The outcomes of the consultation will have implications both within Cabinet Office and across the Civil Service.

For Cabinet Office these will include the following:

• Personnel Statistics will have to report in future publications the percentage of civil servants with a disability calculated out of the number of civil servants who have made a valid response. This will have to be published alongside the old percentage calculation, which is calculated out of the total number of civil servants. This joint publication of both percentages will need to be done up until the April 2005 statistics, which is when the Public Sector Agreement (PSA) targets will be measured. This is what the original consultation document recommended. Thereafter it should be reasonable to only report on the basis of the new percentage calculation
• Personnel Statistics will need to include a change in the next version of the Mandate data collection specification. This will have to reflect the new situation whereby departments and agencies will only be required to submit a yes or no (i.e. disabled/not disabled) in their Mandate submission.
• Corporate Diversity Team and Personnel Statistics will have to produce a toolkit to promote best practice in the different methods of disability data collection and monitoring. This will be done in conjunction with the Disability Working Group and other interested parties.
• Corporate Diversity Team will work up the practical details of how a social model would operate in practice, in conjunction with the Disability Working Group and other interested parties.

For civil service departments and agencies these will include the following:

• Departments and agencies should aim to update their data on disabled staff at least every two years, either through re-surveys or the effective use of e-HR systems and employee self assessment.
• HR sections and their data suppliers in departments and agencies will only have to submit disability data to Cabinet Office on a yes/no basis (i.e. disabled/not disabled), when making their Mandate and/or their aggregate data submissions.
• Departments and agencies who submit to Mandate will have to ensure that their submission is compliant with the new specification.

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