CACI is committed to ensuring our work environment, operational delivery and recruitment processes accommodate people with disabilities. Adjustments are made to ensure that those with disabilities are included and supported in our workplaces.
Inclusive Recruitment Practices
We adjust our recruitment process to allow disabled individuals to thrive during the interview process. Identifying an equal and diverse shortlist starts from role advertisement; we avoid stipulating unnecessary, exclusionary requirements, and will not prescribe discriminatory requirements for any role.
Before CACI engage with an employment agency we request diversity and inclusion policies as part of our Supplier Questionnaire, including measures in place to reduce the disability employment gap. This is measured and assessed quarterly by the Talent Acquisition team. Any new recruitment agency that we are considering, will be issued with our aforementioned Social Value questionnaire and results analysed and acted upon where appropriate.
Transparency to Pay and Reward
We offer fair and transparent pay bands related to our career framework, with an annual salary review which looks at both internal and external market factors. Pay bands are benchmarked annually against the market. Criteria for CACI’s annual performance bonus scheme (e.g. customer feedback, involvement in wider CACI activities) is available to all.
Flexibility of promotion and career development process allow for adjustments to be made for disabilities or protected characteristics.
Working Conditions
Our Workplace Adjustment Passport (WAP) enables employees to declare a disability, workplace adjustments are driven at company level. We would share the success and availability of this initiative with the Met Office workforce.
Other Measures
Disability Confident Scheme
CACI has signed up to the Disability Confident Scheme, formalising our commitment to play a lead role in changing attitudes for the better. We aim to successfully employ and retain disabled people and/or those with health conditions. When designing internal training or selecting an external partner, staff are consulted to capture any specialist needs to tailor sessions, including location, means of delivery and materials. This ensures all staff can develop in a comfortable and accessible environment.
Through this Scheme, we focus on changing behaviours and cultures in our networks and communities, whilst extending the benefits of inclusive recruitment practices. All work will be accessible and inclusive disabled people, specifically ensuring that physical meetings take place in an accessible location, and any role descriptions use inclusive language.
Autism at Work
CACI are working closely with Autism at Work to create an inclusive recruitment process, actively supporting neurodiverse candidates to flourish. This includes making job specification wording more appealing to those with neurodiverse traits, such as clear requirements of the skillset needed and less focus on less quantifiable skills.
For relevant candidates we tailor the technical interview and create an in-depth pre-interview pack based on recommendations from our partners in the Autism at Work Team. This will include a video tour of the office, so the individuals can picture themselves working there. There is also information about a “day in the life of a developer at CACI”, where to get lunch and what time people tend to arrive and leave.
CACI and Autism at Work will work closely together and collaborate to support the successful candidates during their initial six months of employment with CACI.
We will also provide the following support:
- Conduct mock interviews with neurodiverse individuals and provide feedback. This will help both the individuals we are interviewing and also the CACI interview team in understanding how to tailor the interview process to support autistic candidates.
- Offering a full candidate pack to all prospective candidates, providing photos of workspace, and information about working practices and the offices to help ease any potential anxieties
- Provide detailed feedback for all CVs received via the Autism at Work programme and all meetings / interviews undertaken, regardless of whether the candidates are successful or not
- Arrange training through Autism at Work for the Talent Acquisition Team and the teams candidates are being hired into.
Ally Community
CACI and Met Office D&I representatives have already collaborated in the past, and through this working relationship and successful knowledge sharing CACI have committed to creating an ‘Ally Community’. This is open to any staff who want to support those with protected characteristics but may not identify as having a particular characteristic themselves.
CACI commit to funding a number of training programmes around how to be a good ally and support your colleagues.
Employee Networks
CACI have funded the creation of a number of staff networks, where employees with similar protected characteristics have time and resources to share ideas and support in a safe private environment. CACI have also offered specific training and talks from speakers related to these characteristics.
Grace Thiele 