August 1st 2025.
Labour has made a promise to help one million people get back into the workforce, but the challenges faced by disabled individuals in the workplace are often complex and difficult to overcome. Keighley Miles, a 39-year-old from Essex, knows this all too well. When she was in school, it was assumed that she would never be able to find a job due to her deafness. She was never given any guidance or support about her career options or further education. This lack of support left her feeling hopeless and led to struggles finding consistent work after leaving school.
Holly Donovan, who is now 40 years old, can also relate to Keighley's experience. Due to a childhood cancer, Holly uses a wheelchair and experiences chronic pain. Despite their desire to work, they have never been able to find a full-time job that accommodates their disability. This has left them living in poverty and relying on Personal Independence Payment, which could potentially be reduced under Labour's plans. The employment gap between disabled and non-disabled individuals is significant, with a 1% increase in 2023, bringing the gap to 28.6%. This gap has remained stagnant at around 30% for the past thirty years, and while Labour has promised to help one million people get back into work, the hurdles faced by disabled individuals in the workplace are often complex and multifaceted.
Sue Wray, the head of community for Hamelin, a disability charity, explains that the disability employment gap is a result of systemic, structural, and cultural barriers. She also mentions the issue of assumptions, with employers making snap judgments about a person's abilities without understanding their strengths. Keighley and Holly know firsthand that these barriers often start before working age, with many disabled children not receiving proper education and support. While there has been progress in special educational needs education, many disabled children are still missing out on proper education.
Holly recalls their experience in school in the late nineties, where they were isolated and lacked encouragement. They were not taught about reasonable adjustments or accommodations that they could request in the workplace. When they finally got their first work experience at a pharmacy, the physical pain was too much to handle, and they had to cut their experience short. This was a turning point for Holly, realizing that their body could not handle traditional employment.
While there has been a shift towards hybrid or remote work models, with approximately 28% of UK workers using a hybrid model and 13% fully remote, Holly believes this does not address the core issue. Without meaningful work experience, it is challenging to secure a job, whether it is remote or in-office. Holly shares their experience of competing against 321 people for a remote position, and it is not surprising that they did not get the job.
Although the Equality Act 2010 protects the rights of disabled individuals in the workplace, many are not aware of the support available to them. For example, the Access to Work government grant scheme helps cover additional costs for employers and employees with health issues. However, the system is under immense pressure, with an average wait time of 12 to 16 weeks, and some waiting up to 30 weeks for assistance. Sue Wray explains that while this support can be life-changing, delays, poor communication, and inconsistent decision-making have resulted in many individuals being unable to access the help they are entitled to. In some cases, this has even led to people turning down employment opportunities altogether.
When it comes to employment, disabled individuals often face complex hurdles that make it difficult for them to find and maintain jobs. This was the case for Keighley Miles, who was born deaf and was never given any guidance or support when it came to career options or further education. As a result, she struggled to find consistent work after leaving school and even battled with depression due to a lack of opportunities and difficulties with communication.
Holly Donovan, who also lives with a disability, can relate to Keighley's experience. Despite wanting to work, Holly has never had a full-time job because they have been unable to find employment that accommodates their disability. This has left them living in poverty and relying on Personal Independence Payment, which is at risk of being cut under Labour's plans.
The employment gap between disabled and non-disabled individuals is quite significant, with a 1% increase in 2023 bringing it to 28.6%. This gap has remained at around 30% for the past three decades, and while Labour has promised to get one million people back into work, there are still many challenges that disabled individuals face in the workplace.
According to Sue Wray, head of community for Hamelin, a disability charity, the disability employment gap is a result of various barriers, including systemic, structural, and cultural obstacles. There is also the issue of assumptions, as many employers make snap judgments about a person's abilities without truly understanding their strengths.
Keighley and Holly's experiences show that the roots of this issue often start before the working age. While there have been improvements in special educational needs education for upcoming generations, many disabled children still do not have access to proper education. Holly recalls being isolated and receiving no encouragement during their school days, which left them unprepared for the workforce and unaware of their rights for reasonable adjustments at work.
Holly's first work experience at a pharmacy as an assistant was cut short due to physical pain, which made them realize that traditional employment may not be suitable for their body. While remote work may seem like a step towards inclusivity, it does not address the underlying issue. Without the opportunity to gain meaningful work experience, it becomes challenging to secure a job, whether it's remote or in an office setting.
Despite the protections under the Equality Act 2010, many disabled individuals are unaware of their rights and the support available to them. For example, the Access to Work grant scheme can help cover additional costs for both employers and employees with health issues. However, the system is under immense pressure, with long wait times of up to 30 weeks for assistance. This has led to some individuals missing out on job opportunities because they were unable to access the support they needed.
In the end, it is clear that there is still a long way to go in creating a truly inclusive workplace for disabled individuals. It's not enough to just offer remote positions or have laws in place; there needs to be a fundamental change in how society views and accommodates disabilities. Only then can we see a significant decrease in the disability employment gap and give everyone an equal chance at finding fulfilling employment.
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