At Scope we are committed to supporting disabled colleagues and all colleagues’ mental health. We want to be a workplace where everyone can thrive and feel that they belong. As part of our Equality, Diversity and Inclusion strategy, we commit to listening, learning and always improving.
Since November 2019, as part of our status as a Level 3 Disability Confident leader, we have voluntarily reported on disability and mental health at Scope. This includes what we do to support our colleagues, and data about colleague disability and wellbeing.
We support colleagues through our:
We offer a comprehension adjustments programme. It is led by our dedicated adjustments team. We aim to provide the highest standard of adjustments, beyond the legal and industry standard. Colleagues are supported to develop an Adjustments Passport.
We offer adjustments to any paid Scope colleague who faces barriers at work due to disability, impairment or condition. This includes mental health conditions. Colleagues may be diagnosed or undiagnosed.
Colleagues with an Adjustments Passport can be entitled to disability support leave. This is different from sickness leave. It aims to support absences directly relating to disability.
We offer a flexible working policy to allow colleagues a work life balance that works for them and their team.
We have mandatory training for all colleagues on:
These are designed to create a culture where colleagues can bring their best selves to work.
Disabled colleagues can join the Disabled Colleagues Network, one of our colleague networks. At Scope, these are voluntary groups of colleagues. Each network represents a marginalised group with a shared characteristic, identity or lived experience.
The Disabled Colleagues Network provides a safe, social space for disabled colleagues. Colleagues give each other peer support. There is also an optional buddy system.
In April 2025, we implemented Network Committees. These colleagues have protected time to keep the group running. This recognises the work that goes into admin and logistics.
Colleagues who are part of the networks may support with projects and provide feedback on internal work. This includes:
Our annual colleague engagement survey asks:
In November 2025 (our most recent survey), 80% of our colleagues completed the survey. This represents 452 colleagues out of 568.
33% of colleagues (149 colleagues) said they have adjustments in place.
Out of these colleagues:
We gather monitoring data about disabled colleagues through:
Our iTrent system asks:
Are you disabled or do you have an impairment or condition?
As of September 2025, 23.87% of Scope colleagues identify as disabled. More specifically:
Not all colleagues fill in diversity monitoring data on iTrent. And some select “prefer not to say”. Across all of Scope, 15.67% of colleagues did not fill in this question. And 2.82% preferred not to say.
In comparison:
| Date | Scope | Corporate | Retail |
| September 2021 | 14.57% | 22.19% | 9.47% |
| September 2022 | 18.36% | 27.34% | 11.14% |
| September 2023 | 19.73% | 30.59% | 12.28% |
| September 2024 | 23.14% | 37.46% | 12.76% |
| September 2025 | 23.87% | 35.09% | 14.89% |
Our yearly colleague engagement survey asks:
Are you disabled, have an impairment, condition or access need?
In November 2025, 80% of our colleagues completed our colleague survey. This represents 452 colleagues out of 568. Out of these, 91% completed diversity monitoring questions. This is 32% more than in 2024.
The increase in colleagues sharing their background with us may be due to the tool we used. For the first time, our colleague survey ran through an external platform called WorkBuzz. This may have made colleagues feel safer to share their personal information.
For this question:
This means 36.7% of our colleagues identify as disabled. This is an increase from 30% in 2024. And is a higher percentage than the data we have through our HR system. Again this may be thanks to the additional layer of anonymity a external platform provides.
In comparison, only 19% of colleagues shared they were disabled in our November 2020 colleague survey.
We also collect data about the number of disabled applicants we receive for roles at Scope. For job adverts that ran between April 2024 and March 2025, we had a total of 8,762 applicants. 448 applicants identified as disabled which is 5.11% of applicants.
We are part of the Disability Confident employer scheme. These applications get highlighted to hiring managers when the advert closes. It prompts them on whether the applicant has asked for adjustments during the interview or for the role itself.
The disability pay gap is the difference between the average earnings of non-disabled colleagues and disabled colleagues across the organisation on a given date.
We share our disability pay gap data as part of our pay gap report.
We currently have a negative pay gap, indicating a pay advantage for disabled colleagues. However, we are keen to increase the number of disabled colleagues who are part of our leadership team.
We share the following data protection statement when we collect demographic data at Scope:
“Scope collects data to monitor diversity. This helps us make Scope an inclusive place for the people we work with and support.
We take the security of your data seriously. Your information is safe and secure with us. The information you provide here is totally anonymous. Read our privacy policy.
By agreeing to this statement, you acknowledge that Scope can process your personal data for age, gender, ethnicity, religion, sexual orientation and service. Do you agree to give your personal information? Yes/No”
We give all colleagues access to our employee assistance programme (EAP), run by Spectrum Life. This offers a free, confidential helpline. The website is also the gateway to a wellbeing centre, a hub of resources that can support colleagues.
Through our life assurance scheme, Scope colleagues have access to Aviva’s DigiCare+ Workplace App provided by Square Health. The App gives you access to a range of health and wellbeing services. Once you have registered for the App, you can book online appoints with a digital GP, nutritional consultant, or a mental health consultant. You can request a self-administered Health Check test kit, which includes a follow-up GP Consultation to discuss your results.
We have a dedicated wellbeing hub on our intranet. The hub signposts to:
We have the following data available on our EAP usage between August 2024 and July 2025.
| Type of support | Percentages and numbers |
| 24/7 helpline utilisation rate | 12.59% |
| Enquiries and consultation | 104 |
| Consultation | 32 |
| Mental health consultation | 78.10% |
| Telephone counselling | 3.10% |
| Video counselling | 0% |
| Signposted specialised supports | 3.10% |
| Career guidance | 0% |
| Face to face counselling | 0% |
| MHC - in-call support | 12.50% |
| Online CBT | 0% |
| Enquiries | 72 |
| Signups to the App | 391 |
| Modules completed | Number of people |
| Wellbeing | 18 people have accessed this section 15 paths have been started |
| Body | 6 |
| Life | 4 |
| Mind | 5 |
We run a monthly wellbeing session for our Designated Safeguarding Leads (DSL). We also offer ad-hoc debriefs for colleagues when they need extra support after a safeguarding concern.
We also ran a workshop for DSLs on Secondary Trauma with advice on how to recognise it and the support available for them.
We measure information about our colleagues’ mental health and wellbeing at work through our colleague engagement survey.
We do not currently record the percentage of colleagues who have mental health conditions. In line with the social model of disability, we do not generally collect data about the “type” of impairment or condition colleagues have.
For the first time, our November 2025 survey asked colleagues demographics questions about their impairment. 31% of colleagues who answered “Yes” to having a disability, impairment, condition or access need selected “Mental health”.
80% of our colleagues completed this survey. This represents 452 colleagues out of 568.
Our colleague survey tells us:
My manager cares about me as a person: 79% agree
My colleagues support me when needed: 83% agree
I feel valued by Scope: 45% agree
I have regular interaction with my colleagues, so I never feel isolated: 73% agree
I am treated with respect: 77% agree
I can maintain a healthy work-life balance without negative stress: 54% agree and 21% feel neutral
Scope cares about my wellbeing: 54% agree and 28% feel neutral
For the first time in 2025, we used an external platform called WorkBuzz to run our colleague survey. This included changes to what questions we asked. And the wording of some questions. This means making comparisons with previous years is more limited.