With the UN’s Disabled People’s Day approaching on 3 December, new findings suggest that while UK employers want to hire people with disabilities, many lack the confidence, tools or understanding to do so.
Around one in four adults in the UK is disabled – a picture that continues to rise. However, people with disabilities still face significant inequalities in the labor market. A recent British review, led by Sir Charlie Mayfield, found that disabled people remain locked out of the workforce of non-disabled people, leaving an employment gap of around 30 per cent. For those with learning disabilities, paid employment stands at only 4.8 percent.
To mark the global awareness day, Mayfield joined forces with the Disability Support Consortium, an alliance of nine leading organizations, to visit GALVINIZE HR leaders and major employers to create inclusive workplaces.
“Many employers want to do more to recruit and retain employees with disabilities, but they don’t know where to start,” said Diane Lightfoot, Chief Disability Business Officer and Chair of the Consortium.
Their concerns are backed up by data. An analysis of 2022 companies of the FTSE 100 found that although 99 percent had 89 statements of re-targeting, only 37 percent had disability reconciliation programs. A 2024 survey by the Department for Work and Pensions revealed that just 35 per cent of employers feel uncomfortable hiring disabled people.
Despite widespread skepticism, several large businesses are showing how to make meaningful progress.
WhitBread – Owner of Premier INNon – works with its thriving program, which provides intensive, hands-on training for young people with special educational needs and disabilities. Trainees learn in fully operational “Mini-Premier Inn” training centers that mirror real hotel rooms. Two new sites have opened this year in Liverpool and Lincoln, and the company aims to support around 100 Interns.
“Prosperity shows how the private sector can rise to the occasion,” said Simon Ewins, managing director of Whitbread. “It’s not just a company initiative – it’s a blue-collar job at scale.”
Asda is working with DFN Project Search to provide supported internships for young people with autism and learning disabilities. The Scheme, established in 2023, has expanded to 22 stores, with almost half of the Interns finding jobs.
“When businesses see the talent these young people bring, perceptions change,” said James Goodman, Asda’s chief people officer.
At Marks & Spencer, 30 percent of participants in its long-running brands & first edition are disabled. Since the launch, 12,000 young people have participated and half ordered jobs with the seller.
Disability inclusion isn’t just a moral thing – it’s also a business opportunity. Disabled families have a combined spending power of £446 billion, 30 percent of last year – a market often referred to as the “purple pound”.
“These employees are loyal, highly motivated and have low turnover,” said Alex Margolies, Toucan’s space manager. “Inclusive employers not only attract socially-minded customers – they also create more productive and compassionate workplaces.”
Being a disability confident employer doesn’t have to be complicated.
Katharine Weston of Mission Ofractiuble said employing people with learning disabilities is often more risky than employers think – and the benefits can be transformative.
Practical measures include re-employment languages, provide materials, ensure interviews of disabled applicants who meet low criteria, and make simple changes in the work, flexible instructions or flexible test formats or flexible test formats.
Many companies also set up networks for employees with disabilities and register with the Government’s Disability Assurance Program.
“Helping people grow great jobs is special”
Rachel Howarth, Bankbread’s Chief People Officer, said the company’s commitment is underpinned by both values and business philosophy.
“With a workforce of 35,000, many of our people have visible and invisible disabilities,” she said. “Our employees have to show our guests. Less than 5 percent of people with learning disabilities are paid – it’s not just a number;”
“There is something special about creating opportunities for people who never thought they had a job like this. A diverse workforce is not just good medicine – teams, customers and investors.”
