Creating Inclusive Workplaces for People with Disabilities: Key Insights from Westminster, industry leaders, experts and the Better Hiring Institute (BHI)
In recent years, the conversation around workplace inclusion has gained significant momentum, but one area that still demands urgent attention is the employment of people with disabilities. Recently, I headed over to Westminster to join an incredible insightful MODE APPG discussion on Ensuring Fairness in Work for People with Disabilities at Westminster with leading experts, advocates, and varying business leaders to discuss how to ensure fairness in work for people with disabilities. The discussions were both eye-opening and thought-provoking, shedding light on the persistent challenges disabled people face in the workforce, as well as the opportunities for organisations to make real, impactful changes.
From stark employment disparities to innovative solutions in diversity and inclusion, this discussion revealed some powerful insights that all people professionals, business leaders, and policy-makers need to consider when working to build truly inclusive workplaces. Here are the key takeaways that can help shape the future of disability inclusion in the workplace 👇
The Employment Gap:
People with disabilities are almost twice as likely to be unemployed as non-disabled individuals and three times as likely to be economically inactive.
329,000 working-age disabled people are unemployed. While 24% of the working-age population is disabled, only 54.2% of working-age disabled people are in employment, compared to 82% of non-disabled individuals.
Over 10.21 million working-age people classify as being disabled.
Rethinking Disability Confident:
While initiatives like the Disability Confident scheme have made strides, recent research conducted by King's Business School on 128,000 participants highlights its limited impact on public trust and progress. The discussion underscored the need for organizations to adopt more meaningful strategies, those that go beyond symbolic gestures and drive authentic, long-term change.
The Disability Employment Charter:
Co-founded by Professor Kim Hoque of King’s Business School, this charter outlines nine key recommendations to the UK Government to address disability employment disadvantage. Backed by 187 signatory organisations it’s a powerful call for systemic change in response to the limited impact current legislation and the Disability Confident scheme has on public trust.
Barriers & Inequalities:
Disabled people face additional living costs of up to £1,010/month to achieve the same quality of life as non-disabled peers. Fear of losing crucial benefit support in low-paid and insecure roles compounds the challenges.
Real-World Action:
Emily Hyland - Global Diversity, Equity and Inclusion DEI and Wellbeing Manager, Discussed how TUI is embedding inclusion into its culture by:
- Improving accessibility in workplaces and digital spaces.
- Raising awareness of diverse perspectives.
- Driving systemic change with targeted inclusion training.
- Tracking hiring, promotion, and accessibility metrics to ensure equitable opportunities.
These initiatives demonstrate how businesses can take meaningful steps toward creating a more inclusive environment for disabled people.
Startling Employment Stats:
Only 4.8% of autistic individuals are in full-time paid employment.
Just 27% of blind working-age adults are employed.
Shifting the Narrative:
Moving away from terms like “disclosure” to foster a culture of sharing is critical. Supporting this with pre-interview tours, work trials, and strong executive sponsorship can anchor equity efforts.
What Needs to Change:
- Mandatory reporting on disability workforce data and pay gaps for organisations with over 250 employees.
- Equipping line managers with resources to effectively support diverse disabilities.
- With 80% of disabilities acquired over a lifetime, this is an issue that touches everyone. Disabled voices must lead the conversation, ensuring workplaces are truly inclusive and equitable.
💬 As we look toward the future of inclusion for people with disabilities, we must ask ourselves 'What steps is your organisation taking to support disabled colleagues and close the employment gap?' The insights shared at Westminster, and the actions discussed by organizations like TUI, provide a clear path forward. By addressing the systemic barriers and adopting a more inclusive mindset, we can begin to build workplaces where all individuals can thrive. A special thanks to the Better Hiring Institute (BHI) for the invitation and the incredible voices in the room sharing the insights discussed and paving a way forward for creating fairer workplaces for people with disabilities.