The representation of disabled people in business is extraordinarily low, and often ignored. In a document issued by the UK Parliament in May 2019, of the 7.6 million people of working age with disabilities, 3.9 million (51.7 per cent) are currently in work, drawing direct comparison to 81.7 per cent of those without disabilities – a shocking 30 per cent different in the employment rate.
The lesser amount of people with disabilities in work hinders their representation in business and raises several questions as to how this can be resolved.
The call to action of the gender pay gap
After the government required organisations with over 250 employees to disclose their gender pay gap, highlighting the pay challenge still faced between male and female colleagues, it’s also important to consider that we may too face a disability pay gap.
The attention the gender pay gap report provoked was a positive one, and we shortly witnessed many businesses step up to the mark – initiating equality initiatives almost immediately. So, now with only 3 per cent of UK companies currently measuring disability or ethnicity pay gaps – it’s time this is brought in line.
Barriers to accessing work
For many people with disabilities that are of working age, there are too many barriers that stand in the way of them seeking and securing employment. Both physically and metaphorically. Ease of access to the work spaces varies greatly depending on the type of impairment that a person has. However, as a basic necessity offices in the UK should aspire to be wheelchair-friendly.
People with disabilities such as speech impediments, mental illnesses, anxiety and learning difficulties are being pushed out of the job market too and are facing real employment inequality. Wellness initiatives can aid towards welcoming these workers into the workplace, as well as a strong understanding of the impact this can have on an individual. Training and raising awareness on huge topics such as mental health is an absolute must.
The true difference in the disability pay gap
The Disability, Employment and Pay Gaps Report 2018, from the Trades Union Congress (TUC), discloses the reality of the pay problem disabled workers face in an already competitive job market. The findings highlight that the pay gap stood at 15 per cent between 2016 and 2017, showing how on average disabled workers earn £1.50 less an hour than a non-disabled co-worker.
These statistics show the need for mandatory reporting across the board for disability pay, as the current figures show the disparity faced by disabled people in the workplace today. Holding large corporations to account for their pay, accessibility and employment inequality is something that needs to happen sooner rather than later.
The next steps for challenging the disability pay gap
The current disability pay gap is at a four-year high, and we need to encourage a movement whereby this is changed to ensure the gap is reduced. The government’s commitment to addressing the employment inequality that disabled workers face only goes so far. They have pledged to help one million more disabled people of working age find employment, but there is more that can be done.
Businesses themselves are also accountable and should improve conditions as well as make this a hiring consideration in order to remove the inequalities that exist. The disability pay gap is wide and very apparent. It is time to call for change to take place to ensure that we can create an inclusive and equal workspace for all.