As we approach the end of a year that was less of an escape from Covid-19 than we’d all hoped, having learned the multitude of ways that lockdowns affect different people, we have a greater awareness of the importance of accessibility and inclusivity when it comes to the workplace.
Disabled people, whether in work or out, contribute to the UK economy greatly, and like their non-disabled working counterparts, have a desire to develop, succeed, and actively contribute to their families and communities. It is important to note when we refer to ‘disability’ we are not just referring to those that can be seen i.e. a person that needs to use a wheelchair, but to all aspects of disability, from those that are present at birth, to ones that have developed later in life and those that are less physically obvious (often referred to as non-visible, invisible or hidden disabilities).
While many of us find reasons to gripe about work, we often take for granted the fact that it can bring us a lot of fulfillment, through our achievements, meeting new people and working with colleagues and customers, gaining new skills and generally making a difference.
For people with disabilities, however, there remains many barriers in the workplace to realising these benefits, from actual physical barriers such as lack of access to buildings, through to developmental barriers such as access to roles, education and training.
While many employers work hard to provide access (in all its forms) to people with disabilities, some are guilty of overlooking them, while others simply lack awareness or experience – observing the working life of a disabled person is very different to living the working life of a disabled person.
Whether it is through lack of regard, lack of resources or lack of awareness, people with disabilities are often offered employment that is somewhat segregated, and sheltered from the ‘mainstream’, which in turn shelters the ‘mainstream’ from them. This can prevent ‘mainstream’ employers from learning where they may be inadvertently discriminating against disabled people, and disabled workers from accessing roles in which they feel independent, valued and fulfilled.
Many disability organisations and supporting groups have highlighted the importance of the need to:
- Work with employers to bring an end to discriminatory practices and policies;
- Remove barriers to education, training and mentorship opportunities;
- Increase access to apprenticeship schemes;
- Develop creative and flexible recruitment methods, such as paid trials; and
- Create peer support programs that help develop skills and confidence.
As such, the UK Government published its National Disability Strategy in July 2021, with several initiatives taking immediate effect, and planned initiatives expected to come to fruition in 2022.
The National Disability Strategy
The National Disability Strategy sets out the steps the Government intends to use to remove barriers disabled people face in accessing work. It stated that at the time, only half of the UK’s 7 million disabled people were employed, and the Strategy, divided into 3 parts, would:
- Lay out its commitment to improving the lives of disabled people today;
- Detail how the Government plans to work with disabled people in the future; and
- Summarise the actions the individual Governmental departments will take.
The first part of the Strategy focuses on Employment. Here is a brief breakdown of the commitments the Government has made/plans to make in the near future:
Information and Advice: A new online hub has launched for accessing information and advice on employment rights for disabled people. The Department of Work and Pensions (DWP) will also develop more tailored information for employers on supporting disabled people in the workplace.
Ease of Access To Work: The DWP has made the ‘Access to Work’ scheme a digital service, through ‘adjustment passports’ that provide disabled people smoother transitions between job roles, without the need for repetitive disability assessments.
Reporting: A consultation will consider which aspects of disability workforce reporting should be made mandatory and which should be voluntary.
Flexible Working: A consultation into making flexible working a default option for disabled people, unless employers have a good reason not to.
Leave for Carers: An introduction of unpaid leave for carers, to assist them in balancing caring responsibilities with paid employment.
Support Schemes: An improvement and expansion of support schemes for disabled people, employers and Jobcentres.
Support for Entrepreneurs: Proposals of how the Government plans to support disabled entrepreneurs with desires to start their own businesses.
Access To Civil Service Roles: Improved access to civil service jobs, including defence and national security roles.
Access to Apprenticeships: To look at and address the barriers preventing disabled people from taking on apprenticeships, create a workplace development programme for apprenticeship providers, and improve support for employers.
Some aspects of the National Disability Strategy are already underway, such as the Online Advice Hub, while other aspects will be introduced in the coming months, based on the results of ongoing consultations.
While the promises made in the National Disability Strategy will take some time to deliver, and the success of all of its proposals cannot yet be confirmed, it would be advantageous for employers to make themselves aware of the changes and opportunities that may be forthcoming, and to look into the ways in which they, their potential employees and the disabled community could benefit from the resources already made available to them.
If you have any queries regarding the Strategy, or employing people with disabilities, please do not hesitate to contact us.