The Challenges Faced by Disabled Individuals in the UK Job Market
Keighley Miles, a 39-year-old woman who was born deaf, never had any guidance about career options or further education during her school years. She recalls that no one ever told her she could achieve anything or discussed what life would be like as a deaf adult. This lack of support left her struggling to find consistent work after leaving school, a problem made worse by communication difficulties.
When Keighley moved from London to Essex at the age of 15, she stopped attending school altogether. This led to depression and a sense of hopelessness about her future. Her experience is not unique. Holly Donovan, a 40-year-old who uses a wheelchair due to childhood cancer, has also faced challenges in finding employment. Despite wanting to work, Holly has never held a full-time job because suitable opportunities are scarce.
The gap between the employment rates of disabled and non-disabled people remains significant. As of the end of 2024, the disability employment gap stood at 28.6%, a slight increase from 2023. This gap has remained around 30% for three decades, despite Labour’s promises to help one million people return to work. However, the barriers disabled individuals face are complex and often deeply rooted.
Sue Wray, head of community for Hamelin, a disability charity, explains that the disability employment gap exists due to systemic, structural, and cultural barriers. Many employers make snap judgments about someone’s abilities without understanding their strengths. These assumptions can prevent disabled individuals from even being considered for jobs.
For many, the challenges start long before they reach working age. While there have been improvements in special educational needs (SEN) education, many disabled children still struggle to access proper support. Holly recalls her school days in the late nineties, where she was isolated and not taught about reasonable adjustments. This lack of awareness left her unprepared for the workforce.
Holly’s first work experience at a pharmacy ended abruptly due to physical pain, which highlighted the difficulty of securing traditional employment. Although many workers now use hybrid or remote models, Holly argues that these arrangements don’t address the core issue: without meaningful work placements, it’s hard to compete in the job market. When she applied for a remote position, she faced stiff competition and didn’t get the job.
Despite legal protections under the Equality Act 2010, many disabled people are unaware of the support available to them. The Access to Work grant scheme helps cover additional costs for employers and employees with health issues, but the system is under immense pressure. The average wait time for assistance is 12 to 16 weeks, with some waiting up to 30 weeks. Delays and poor communication have left many unable to access the support they need.
Keighley is one of the few success stories. After her son was born deaf, she wanted to show him that he could achieve anything. With support from Access to Work, she started her own childminding business, providing communication support workers to help her communicate effectively with parents.
However, Keighley only learned about Access to Work through a group for deaf toddlers and children. This highlights the need for better awareness and outreach. Other initiatives, such as the Disability Confident scheme, aim to encourage inclusive hiring, but experts like Jane Hatton, CEO of EvenBreak, argue that these efforts lack accountability and meaningful benchmarks.
EvenBreak and other organizations are working to close the gap by collaborating with job seekers and employers. Hamelin’s Ability Works initiative supports autistic adults and individuals with learning disabilities in securing employment. Ederson Silva, a 45-year-old man who became a wheelchair user after an accident, benefited from such programs. Through STEM Returners, he found a 12-week placement and eventually secured a permanent position.
Despite government initiatives like The Work and Health Programme, many disabled individuals still face frustration. Holly found the process difficult and felt used as part of a tick box exercise for employers. While Labour has announced plans to help disabled people return to work, experts remain skeptical about the effectiveness of these measures.
Sue Wray emphasizes the need for practical, properly funded support that is designed with disabled people, not just for them. Jane Hatton adds that the government should stop cutting essential support and instead strengthen existing programs. Changing the narrative around disabled individuals is also crucial, as the idea that they choose not to work is both untrue and damaging.
The path to closing the disability employment gap requires more than just policy changes. It demands a shift in attitudes, better support systems, and a commitment to inclusivity at all levels. Only then can disabled individuals truly have equal opportunities in the workforce.