Let’s Talk About The Disability Employment Gap UK

The disability employment gap in the UK is at its widest since 2018. Data from the Department for Work and Pensions (DWP) revealed that the disability employment rate for the period July to September 2022 was 52.6%. In contrast, it was 82.5% for non-disabled people during the same time period.

While the number of people with disabilities in employment is rising, the disparity between employment rates for disabled and non-disabled people is nosediving.

This guide covers everything employers need to know about the disability employment gap, including:

• What is the disability employment gap?
• Disability employment statistics UK 
• Best practices for bridging the disability employment gap

What Is The Disability Employment Gap?

The disability employment gap is the disparity between employment rates for people with disabilities and those without. It illustrates the difference in the percentage of people with disabilities who are employed compared to the number of non-disabled people in employment. Put simply, it measures the discrepancy in employment opportunities for people with disabilities.

The disability employment gap in the UK has grown wider in recent years, highlighting the barriers and challenges that people with disabilities face when accessing and keeping employment.

Discrimination, inaccessible workplaces, and a lack of disability awareness are contributing factors to the large disparity in employment opportunities. By addressing the root causes of the gap, employers can build more inclusive workplaces and create equal opportunities for all workers.

The Disability Employment Gap UK: Examining The Numbers

Understanding the data is an important first step in addressing barriers to employment for disabled individuals in the UK. So, we break down some important statistics in this section. Plus, we examine what these figures reveal about the current employment situation for people living with a disability.

Who is most impacted by the disability employment gap?

Data from YouGov indicates that people with non-visible disabilities (diabetes, mental health conditions, or mood disorders) find it easier to find work than other disabled job seekers. However, once in the workforce, these employees often struggle to get support and understanding about their disability.

People with visible disabilities, such as those with Down’s Syndrome (69%) or speech and language conditions (67%), say that it’s impossible to find a job. 

These figures show just how wide the employment gap is and the negative effect it can have on disabled job seekers’ motivation and self-esteem.

Are employers doing enough to support disabled workers?

Interestingly, 72% of people with a disability reported that employers don’t do enough to ensure they are fully integrated into work life. On the other hand, only 54% of non-disabled respondents felt the same way.

These numbers demonstrate a clear disconnect between how people with and without disabilities feel about equal opportunities in the UK workforce. It also reveals a need for employers to listen to people with disabilities to understand how they can do more. 

How does the disability employment gap look across different sectors?

The accountancy sector has the widest gap between disabled workers (76%) and non-disabled workers (49%) who think employers don’t do enough to integrate people with disabilities. However, the retail, transportation, IT& telecoms, and construction industries also registered wide gaps. 

On the other hand, the real estate sector has the smallest gap, with disabled and non-disabled respondents registering similar opinions.

The UK government has rolled out a strategy called “Improving lives: The future of work, health, and disability”, but as we can see from these stats, there’s still a lot of work to be done. 

How Can Employers Close The Disability Employment Gap UK

Closing the disability employment gap should be a major priority for UK companies. Not only are organisations overlooking an untapped talent pool, but they are not providing the full level of support that employees deserve. So, how can companies close the gap?

This section breaks down five ways British employers can build a fairer, more inclusive workplace.

1. Implement inclusive recruitment practices

Inclusive recruitment ensures that all employees have access to equal opportunities in your workplace. As such, reviewing and implementing current hiring processes is an important first step toward becoming a disability-friendly employer.

As an employer, start by reviewing current job descriptions and looking for ways to remove unnecessary barriers. For example, by adopting more inclusive language or eliminating requirements that may prevent a person with a disability from applying.

In addition, assess what reasonable accommodations you can offer job-seekers during the application process and beyond.

Finally, adopting diverse recruitment strategies and reaching out to disabled candidates can help your organisation build a more inclusive process.

2. Offer disability awareness training

Unfortunately, despite laws like the 2010 Equality Act, people with disabilities still face discrimination, negative stereotypes, and being overlooked for promotions at work. One way to address unconscious bias in the workplace and ensure that disabled workers receive the empathy and respect they deserve is to provide proper training.

Incorporating disability awareness training into your employee onboarding programme can promote empathy, tackle biases, and help employees understand different disabilities and the impact they have on the person. As a result, you can create a more empathetic, knowledgeable, and supportive work environment.

3. Make reasonable accommodations

Reasonable adjustments in the workplace ensure that all workers have the resources and support they need to excel in their job. Examples include modifications to the physical workspace, flexible working options, assistive technologies, and adapted equipment.

Proving these accommodations gives employees with disabilities the necessary support to perform their job to the best of their abilities. 

4. Promote a disability-inclusive culture

The best way to attract, retain, and promote more disabled talent is to cultivate a culture that welcomes and supports them. Implementing employee resource groups, support programmes, mentoring, and adequate training will help people with disabilities to feel at home. 

5. Partner with disability employment services

Collaborating with organisations dedicated to supporting disabled individuals in their job search is a valuable approach for employers to enhance their inclusivity. These partnerships can offer support, resources, training, job-matching assistance, and advice for both employers and employees. As a result, employers can take the necessary steps to attract more people with disabilities. Moreover, job seekers can connect with companies that align with their values and needs.

Careers With Disabilities is a great example. We connect employers with top disabled job seekers so you can find the right candidate for the role. In addition, we offer a hub of free resources for job seekers and employers to help close the disability employment gap UK.

Get in touch to advertise your latest opportunities on our disability-friendly job board.

A Final Word on The Disability Employment Gap UK

As the disability employment gap UK continues to widen, British employers must do more to address this disparity. By implementing inclusive recruitment practices, providing reasonable adjustments, and offering greater support for disabled workers, organisations can close this gap. In the process, UK businesses can leverage the valuable skills, experience, and unique perspectives of disabled talent. 

These measures ensure that UK employers comply with local laws and regulations, and create a fair and inclusive workplace.

Are you an employer looking to become more inclusive and disability confident? Our resource hub is packed with support and guidance on everything from supporting employees to job ad inclusivity screening.

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