Addressing Disability Discrimination in the Workplace: A Call to Action

Blog written by Russell Thompson, Co-founder of Inventum Group

Disability discrimination in the UK workplace is a pressing issue, demanding immediate attention. With 24% of the working-age population identifying as disabled but only 53% of them in employment compared to 82% of non-disabled individuals, the disparity is glaring.

This employment gap stems from systemic barriers that pervade every stage of life, from education to professional development. Addressing these barriers is not just a matter of compliance with the law - it is both a moral imperative and a business opportunity. 

The Scope of the Problem 

The challenges for disabled individuals begin early. Disabled people are three times more likely to have no academic qualifications compared to non-disabled peers. This educational disparity has a cascading effect, limiting access to quality jobs and perpetuating cycles of economic inactivity and poverty. Alarmingly, disabled individuals are three times more likely to be at risk of poverty and twice as likely to be victims of crime. Social exclusion is rampant, with disabled people four times more likely to report loneliness. 

These statistics are not just numbers - they reflect a systemic failure to include disabled people in society and the workplace. The workplace, a cornerstone of social inclusion, should be a place where everyone can thrive. Yet, many disabled employees face significant barriers, from misconceptions about their capabilities to inadequate workplace adjustments. 

Barriers to Inclusion in the Workplace 

In a recent survey of over 1,000 employees 20% of respondents identified as disabled, but less than half of those individuals had disclosed their disability to their employer. There is a very real fear of discrimination and a belief that disclosure can have career-limiting repercussions.  

For employers misconceptions about the capability of disabled people persist. Many believe disabled employees will have high absenteeism, require costly adjustments, or lack ambition. However, research disproves these myths. For example: 

• The CIPD found disabled employees among the most innovative and ambitious of all employee groups. 

• Studies indicate disabled employees have lower absenteeism rates than their non-disabled peers. 

• Deloitte reported that 60% of disabled employees require no adjustments at all, and for those who do require adjustments that carry a cost, the average price of those adjustments is under £80 for the lifetime of their employment. 
  

These misconceptions highlight the need for awareness and education. Employers also must understand that accommodating disabled employees is not a burden but actually an opportunity to access a pool of talented, innovative, loyal and ambitious individuals. 

Legal Protections and Opportunities 

Disability is one of the nine protected characteristics under the UK’s Equality Act (2010). This makes it illegal to discriminate against someone in the workplace based on their disability. Moreover, the Act allows for positive action (Section 13.3) such as ring-fencing roles for disabled talent — a provision that is underutilised due to lack of awareness. 

Steps to Combat Disability Discrimination 

There are, of course, many actions that organisations can take to start to redress the balance and create a fairer workplace.  

1. Become Disability Confident 
   The Disability Confident scheme is a voluntary UK government initiative designed to help employers recruit and retain disabled talent. By signing up, organisations commit to: 

• Inclusive and accessible recruitment practices. 

• Communicating vacancies effectively. 

• Offering interviews to disabled applicants. 

• Providing reasonable adjustments. 

• Supporting existing employees. 
  
  

Employers who achieve this certification signal their commitment to inclusion and encourage disabled candidates to disclose their needs, fostering a supportive and high-performing workplace culture. 

2. Focus on Accessibility 
Accessibility goes beyond physical accommodations. It includes digital accessibility, such as ensuring websites, application processes, and internal communication tools are usable by individuals with disabilities. Regular accessibility audits can identify and address barriers, making workplaces truly inclusive. 

3. Invest in Training 
Manager and employee training is critical. Many people are unaware of what disability means in a workplace context or how to support disabled colleagues effectively. Training can dispel myths, foster empathy, and equip teams with the tools to create an inclusive environment. 

4. Highlight the Benefits of Disabled Talent 
Disabled employees bring diverse perspectives, creativity, and resilience to the workplace. Tapping into this talent pool can drive innovation and improve organisational performance. Employers should celebrate success stories and share case studies to inspire others to prioritise disability inclusion. 

5. Promote Kindness and Empathy 
Creating a supportive workplace costs nothing but has immeasurable benefits. If one in four working-age people is disabled, almost everyone is connected to a disabled person. Building a culture of kindness ensures that employees feel valued and respected, fostering loyalty and engagement. 

A Cultural Shift is Needed 

Despite the progress made in addressing gender and ethnicity representation in the workplace, disability remains a neglected topic. Conversations about inclusion must expand to ensure disability is not an afterthought. Leaders must take active steps to embed disability inclusion into their organisational culture, policies, and practices. 

The Business Case for Disability Inclusion 

Employers who prioritise disability inclusion not only comply with legal requirements but also unlock significant business benefits. Diverse teams are proven to be more innovative and better at problem-solving. Organisations that embrace disability inclusion can also enhance their reputation as employers of choice, attracting top talent from all backgrounds. 

Conclusion 

Disability discrimination in the workplace is a national disgrace, but it is not insurmountable. By challenging misconceptions, embracing legal opportunities, and fostering a culture of inclusion, we can close the employment gap and create workplaces where everyone can succeed. 

The path forward requires commitment, education, and empathy. Disability inclusion is not just the right thing to do—it’s a smart strategy for building stronger, more innovative organisations. Let’s rise to the challenge and be the change we want to see.