Organisations could be compelled to produce reports on disability under proposals unveiled as part of the government’s new national disability strategy.
The strategy, which is focused on improving workplace inclusion and narrowing the disability employment gap, includes plans for an “Access to Work adjustments passport” and a consultation on whether organisations with 250 or more employees should produce disability workforce reports.
Disability
Global firms put disability on leadership agenda
Government has ‘one shot’ at tackling disability employment barriers
Recent case shows employers must consider disability before dismissing staff
The disability employment gap, the difference between the employment rates of disabled and non-disabled people, currently stands at 28.6%.
Findings from the UK Disability Survey showed that many disabled people felt held back in their everyday lives by the attitudes of others and by lack of support at work. Fifty-six per cent of disabled people who were unemployed agreed or strongly agreed that they would like more support in finding a job.
“Just as our talented Paralympians are set to take the stage in Tokyo next month, at home we are harnessing that same ambition and spirit, to build a better and fairer life for all disabled people living in the UK,” prime minister Boris Johnson said.
“Our new National Disability Strategy is a clear plan – from giving disabled people the best start in school to unlocking equal job opportunities, this strategy sets us on a path to improve their everyday lives.”
Currently, organisations accredited at level 3 of the government’s Disability Confident Scheme are required to record and report information on disability, mental health and wellbeing in the workplace. The government is considering whether reporting should be mandatory for all large employers and a consultation will be launched later this year.
The strategy also includes:
- The launch of a new online advice hub for both disabled people and employers, which provides information and advice on disability discrimination in the workplace, flexible working and rights and employer’s obligations around reasonable adjustments
- The pilot of an Access to Work Adjustments Passport which will detail the support needs of the individual, enabling them to confidently seek work or change jobs. Pilots focusing on young people leaving education and veterans leaving the armed forces take place this year
- Moves to increase the number of disabled people employed by MI5, MI6, GCHQ, the Reservists and the civilian military by 2030. MI6 has set an interim target of 9% by 2025
- A review of the effectiveness of the DWP’s Disability Confident Scheme
- Plans to strengthen rights in the workplace, encouraging flexible working and introducing carers leave, and improving access to advice on employment rights for disabled people and employers
- An exploration of what extra help would be most useful for those wishing to start a business.
The government also plans to improve access to accessible housing, rail journeys, justice, culture and the arts.
However, many charities and campaign groups have said the strategy does not go far enough in addressing the multitude of barriers disabled people face in their everyday lives.
“When government departments work in isolation, different areas of disabled people’s lives – such as transport, employment, health care, homes, social care, education, leisure, social life – risk being seen as separate and unrelated. This disjointed approach is at odds with disabled people’s life experience,” said Angela Matthews, head of policy at the Business Disability Forum. “Many disabled people need accessible transport to get to work and to take advantage of the investment in accessible tourism that the strategy mentions, for example.”
Matthews said much of the funding announced today was not new and called for further financial investment.
Lord Kevin Shinkwin said the document was a “broken promise” that would not prevent disabled people from being shut out of society.
“The Department of Work and Pensions, which has led on the development of this strategy, does benefits but it doesn’t do equality,” he said.
“I think that it shows that this government doesn’t understand the desire and potential of disabled people to be seen as more than just recipients. We are contributors, we are all people.”
Sign up to our weekly round-up of HR news and guidance
Receive the Personnel Today Direct e-newsletter every Wednesday
Work and pensions secretary Therese Coffey said the strategy would help “level up opportunity and improve the everyday experience of disabled people”.
She said: “It sets out the practical actions we will take now, alongside clear accountability for delivering them, as well as renewing our ambition to do even more as we build back fairer.”
