Question to the Department for Transport:

To ask the Secretary of State for Transport, with reference to Part One of the National Disability Strategy, published July 2021, what recent steps his Department has taken to (a) encourage and support workplace disability networks, (b) achieve and maintain the highest level of Disability Confident accreditation, (c) ensure responsive and timely support to meet workplace adjustment needs and (d) develop and embed flexible working.

DfT has undertaken multiple recent steps to address the points raised.

In reference to point a) encouraging and supporting workplace disability networks:

There are a number of staff networks across DfT and arm’s length bodies covering disability. Some cover disability generally. More specific subgroups cover neurodiversity, mental health conditions and d/Deafness and hearing loss. A Board Level Champion for disability is active and engaged in this agenda. A senior director sponsors DfT’s central disability network, Ability.

• Network committee members are given dedicated time away from their day to day roles specifically for the undertaking of network duties
• Via the Diversity, Inclusion and Wellbeing teams, funding for network events and training has been provided as well as guidance and planning support.

Regarding work done to b) achieve and maintain the highest level of disability confident accreditation, the following recent steps have been taken:

• DfT was awarded Disability Confident Level 3 status - “Leader” - in 2021. DVLA have held this level since 2018. DVSA and MCA both hold Level 1 status, with action plans in place to raise this.
• DfT holds membership of disability themed professional organisations to provide support and guidance to networks, staff and DfT as a whole.

In response to subsection c), actions taken to ensure response and timely support to meet workplace adjustment needs include

• The Workplace Adjustments (WPA) team works with experts in the Cabinet Office, networks, and charities to continuously improve WPA guidance and interventions. The process has recently been streamlined based on feedback from employee networks and employee satisfaction levels have subsequently improved.
• A tailored service is in place to support disabled colleagues who need reasonable adjustments in order to help them to return to their offices.

Finally, regarding DfT’s work to d) develop and embed flexible working:

• A culture of hybrid working has been successfully embedded at DVSA, VCA and DfT following the Covid-19 pandemic. In January 2022 DfT launched a hybrid working policy allowing most non-operational staff to spend a proportion of time every month working remotely.