An estimated 16 million people in the UK live with a disability. This makes up 24% of the population. 80% have a hidden disability – a long term health condition that isn't immediately obvious.
Research undertaken by the UK government through the Office for National Statistics reveals that disabled people are less likely to have a degree, and are more likely to have no qualifications. Home ownership is also a challenge, with disabled individuals more likely to live in housing schemes rather than owning their own home.
Currently the number of disabled people in the UK is one in five of the working-age population. With this in mind, it's important that employers look to support their disabled workers as much as possible. In 2023, the disability employment rate stood at 54%, highlighting that improvements need to be made to enable more people with disabilities to find and secure work.
The Covid-19 pandemic has disproportionately impacted the disabled community, leading to higher death and hospitalisation numbers. Many disabled individuals have not returned to work since the pandemic began. An ageing population, coupled with an increase in mental health diagnoses has meant the number of people reporting long-term health conditions or disabilities is expected to rise.
As the disabled community continues to grow in the UK, it's crucial that businesses offer much-needed support to disabled applicants who either apply for jobs, or those that work within company roles.
Diverse teams, including those with disabilities, are 87% better at making decisions. They're also 35% more likely to outperform competitors, and deliver 60% better results.
Some businesses claim to be diverse and inclusive in their company marketing and job adverts, but don't practice what they preach. It's not enough for employers to just declare a commitment to diversity alone. They must fully support these declarations with actions.
Employers can start by establishing clear, measurable goals for hiring and promoting disabled employees. For instance, setting a target to increase the percentage of disabled staff within the company over a certain period, and regularly assessing progress.
Companies can also create a dedicated diversity and inclusion team that becomes responsible for overseeing the hiring process. This team can also create events, workshops and forums that showcase the achievements and challenges of disabled employees, which can help to create an inclusive culture and greater awareness.
Below, we'll look at some of the ways that businesses can put positive action into force and support disabled people at work.
Non-visible disabilities, such as mental health conditions, long-term health conditions or learning disabilities, often go unrecognised. Just because a disability isn't visible, doesn't mean it isn't there.
Employers should actively acknowledge and support these conditions by creating a workplace environment where employees feel safe to talk about their disabilities without fear of stigma or discrimination.
For example, companies can implement anonymous surveys or suggestion boxes that allow employees to voice their needs and concerns confidentially. Providing mental health resources, such as counselling services and employee assistance programs, can also offer people with long-term health conditions and other non-visible disabilities support networks.
To attract a diverse talent pool, employers must ensure that their recruitment processes are accessible to everyone. This includes offering alternative formats for job applications, such as Braille or audio, and ensuring that interview locations are accessible.
Additionally, offering remote interview options can accommodate those who may have mobility challenges, health conditions or anxiety issues. Being open and providing clear information about reasonable adjustments available during the recruitment process can also encourage more disabled candidates to apply.
Ensuring equal pay for disabled workers is part of employers' moral and legal responsibilities. Employers must regularly review their pay structures and address any disparities that may exist.
Conducting regular pay audits enables a company to compare salaries of disabled and non-disabled employees in similar roles. Should discrepancies be found, corrective action should be taken and back-payments made.
Employers should be transparent and openly communicate their commitment to fair pay and the steps they are taking to ensure it.
Flexible and remote working arrangements can be crucial for disabled employees, providing them with the opportunity to work in environments that enable them to manage any symptoms or physical movement issues they have in regard to their health. Employers should be proactive in offering flexible hours, part-time positions and remote working.
For instance, enabling an employee with chronic pain to work from home can significantly reduce their discomfort and improve productivity. It’s also important to offer reasonable adjustments, such as specialised equipment, flexible hours, or modified workspaces, to accommodate specific needs. Employers can also provide training on how to set up an ergonomic home office, ensuring that all employees have access to the tools and resources they need.
Inclusive policies are vital for disabled employees. Employers should review and update their policies to ensure they promote inclusivity and address the unique challenges faced by disabled staff. This includes clear procedures for requesting accommodations, a comprehensive anti-discrimination policy, and specific measures to prevent harassment and bullying.
For example, a policy could allow for additional leave for medical appointments, which can be very helpful to those managing chronic conditions. Regularly updating these policies and involving disabled employees in the review process ensures that they remain workable and relevant.
Working with disability charities can provide employers with greater insight, resources and knowledge to support disabled staff. Charities can offer training programs, advice on best practices, and even assist in creating a more inclusive workplace environment.
For instance, partnering with a charity like Scope or an organisation like Disability Rights UK can help companies design accessible facilities and develop tailored training sessions. These collaborations can also lead to initiatives like charity events or volunteer opportunities.
Training is essential to eliminate unconscious biases and foster a truly inclusive workplace. Employers should provide all staff frequent disability awareness training that covers topics like understanding different types of disabilities, appropriate language, and how to offer support.
This training should be mandatory for all staff, including leadership, to ensure that everyone understands the importance of inclusivity. For example, a workshop on unconscious bias can help employees address their own preconceived notions about disabilities.
Although illegal under the Equality Act 2010, discrimination against disabled workers remains a common issue in the UK workplace. If your company needs direction on inclusive policies, handling disability discrimination cases, or promoting disability awareness, our team at Neathouse Partners can help.
Contact us on 0333 041 1094, or book in a call with one of our expert consultants.