Breaking barriers: How we can close the disability employment gap
Every year, from 20th November to 20th December, the UK marks Disability History Month (UKDHM) – a time to reflect on the history, rights and experiences of disabled people. It’s also a chance to ask ourselves: what more can we do to create a fairer, more inclusive society?
One area where action is still needed is employment. In this blog, our Lead Disability Training specialist, Kath Wood, shines a light on a challenge that affects millions every day: employment equality, exploring why the disability employment gap still exists and how businesses can help close it. Let’s dive in.
Firstly, here are some key facts which paint the picture of disability in the workplace:
- According to the Family Resources Survey (2022), there are 14.6 million disabled people in the UK – that’s 22% of the population.
- The Employment of Disabled People (2024) report shows the disability employment rate was 52.6% (July-Sept 2022), compared to 82.5% for non-disabled people – a gap of 29.8%.
- Two Scope reports (2017) found that 58% of disabled people feel at risk of losing their jobs, and 53% have experienced bullying or harassment because of their impairment.
- A DWP survey (2014) revealed that 1 in 3 employees with a health condition hadn’t told their employer, even when it affected their work.
These statistics highlight a few key points:
- Most employers already have disabled employees – even if they don’t realise it.
- Many disabled people want to work but face barriers to finding and keeping jobs.
- Many employees are worried about disclosing their disability, which is putting jobs and health at risk – as if employers aren’t aware, they can’t make adjustments to support people effectively.
Why does the employment gap exist and why might disabled people be reluctant to disclose?
There are lots of reasons why the employment gap exists and why people may be reluctant to disclose a disability.
There may be physical barriers and accessibility issues – things like buildings that aren’t accessible, a lack of assistive technology, or problems with transport to work.
It could also be down to negative perceptions, bias, or lack of awareness about disability among employers. People may fear or experience discrimination during recruitment or in the workplace. This can stop them from asking for support or adjustments, which means they then struggle in their role, leading to performance issues or worsening symptoms.
Although the Equality Act 2010 provides protection for disabled employees, not everyone understands this, and many people don’t want to take on the stress of an employment tribunal or discrimination claim.
Some disabled people can also become stuck in a welfare trap. Scope’s Disability Price Tag report (2019) found that life costs £583 more per month if you’re disabled. It can be very difficult to find employment that replaces the benefits you receive, so people are understandably reluctant to take that step in case it leaves them worse off financially.
What can we do about it?
Here are a few things businesses can do to remove barriers and provide more opportunities for disabled people:
Make your attraction and recruitment more inclusive
- Advertise where disabled people can access vacancies
Use widely used websites, the Jobcentre, and employment programmes (usually free), or consider paid-for disability-specific job boards. - Write straightforward job descriptions and adverts
Use plain English, short clear sentences, and describe only regular or frequent tasks. Split your person specification into essential and desirable, and refer to outcomes rather than specific equipment or software. - Offer alternative ways to apply
Allow CV or Word document submissions, or even telephone applications if the online system is difficult. - Invite people to ask for adjustments
Only ask if someone needs an adjustment – not for details of their disability. Always provide a phone number and email address for support. - Make interviews inclusive and accessible
Venues should be accessible and free from distractions. It can help to supply interview questions in advance and allow applicants to bring notes or be accompanied by a supporter. - Only ask about disability after a job offer
Conversations about health, disability and adjustments should happen after the offer is accepted but before the start date, so any support can be in place before the start date.
Ensure disabled colleagues feel valued and supported
- Offer multiple opportunities to disclose and ask for support
You should provide opportunities during recruitment, onboarding, regular 1:1s, appraisals, after absences, and at least yearly when updating diversity information. - Consider disability in policies and processes
A standalone Disability Policy can help, but it’s even better to embed support in policies like Recruitment, Absence Management, Performance Management, EDI, and Anti-Bullying. - Train managers
Equip them with disability knowledge and the skills to hold supportive conversations and implement adjustments confidently. - Provide resources and services
Offer Occupational Health or an Employee Assistance Programme, share wellbeing guidance and signpost specialist organisations. - Raise awareness across the business
Celebrate awareness days, share knowledge through campaigns and resources, and highlight success stories – case studies are especially powerful.
Building a supportive workplace to help close the disability gap
Closing the disability gap isn’t just about compliance or policies, it’s about creating a workplace where everyone can contribute, grow and feel valued. When organisations make space for diverse abilities, they unlock potential, boost engagement, and create a culture where all employees can thrive.
Whether you’re a leader, a manager or a colleague, small but thoughtful actions – from making workplaces accessible and offering flexible working to ensuring clear communication and promoting understanding through awareness – can make a huge difference in helping people reach their full potential.
Building inclusive workplaces isn’t just the right thing to do – it brings huge benefits for people, teams and businesses, too.
Ready to build a more inclusive workplace?
Our Disability and Health Awareness Training helps embed disability knowledge within your organisation and supports your teams in becoming disability confident, ensuring all your people can thrive.
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Breaking barriers: How we can close the disability employment gap
This guest article is written by Kath Wood, Medigold’s Lead Disability Training and Consultancy Specialist. Every year, from 20th November to 20th December, the UK marks Disability History Month (UKDHM) – a time to reflect on the history, rights and experiences of disabled people. It’s also a chance to ask[...]
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