A recent survey has revealed that a significant 40% of individuals with disabilities and chronic health conditions have experienced bullying and harassment in the workplace, prompting UK companies to enhance their hiring practices and foster disability inclusion. The report, conducted by Deloitte, found that 23% of respondents felt their competence was questioned, and 24% reported being overlooked for promotions based on their disabilities.
In the UK, approximately one in five adults identifies as having a disability, yet only around 50% of these individuals are employed compared to 81% of non-disabled adults. This underemployment rate not only highlights ongoing discrimination but also poses a barrier to economic growth. According to the disability charity Scope, bridging this employment gap could potentially increase the UK economy by £17 billion annually.
On the occasion of the annual UN International Day of Persons with Disabilities, Louise Rubin of Scope remarked that employers are neglecting a valuable talent pool. “Disabled people often have to overcome many barriers and their expertise can be hugely beneficial to companies, but too often they face poor attitudes and inflexible working practices,” Rubin stated. Scope recommends that businesses appoint a senior manager to oversee disability inclusion and reassess their recruitment policies to attract a more diverse workforce.
This call for action finds support from ActionAble 2025, a campaign group led by Sara Weller, who has lived with multiple sclerosis for 15 years. Weller asserted, “Talking about diversity is not enough. It’s time for action,” adding that organisations must take tangible steps to ensure inclusive environments. ActionAble 2025 has already garnered over 1,000 employers committed to reporting their disability inclusion goals.
Among those leading initiatives for greater inclusion are well-known UK firms such as Hilton, Premier Inn, Asda, and Centrica. Hilton collaborates with training hotel Aurora Foxes and the Down’s Syndrome Association to provide career training for individuals with learning disabilities. Centrica has a strategic programme aimed at helping Paralympians transition into the energy sector, while Premier Inn offers support to young learners with special educational needs in hospitality roles. Asda has implemented a Supported Internship program, allowing 70 students with learning difficulties to gain valuable on-the-job experience.
The Deloitte report highlights that creating a workforce accessible to disabled individuals can provide positive role models, encouraging more disabled jobseekers to apply. Currently, only 27% of disabled employees report having access to workplace role models. Jackie Henry from Deloitte explained, “Employers need to proactively address barriers and cultivate an environment where employees feel supported. Accessibility and inclusion need to be embedded in all aspects of an organisation.”
In addition to these trends, the article highlights Stephen Miller, a former professional para-athlete, who recently joined Centrica through the Athletes Leadership Placement Programme. Miller, who has won six medals at seven Paralympic Games, expressed enthusiasm about being assigned a mentor as part of the programme, stating, “It’s reassuring to know I’ll have someone to lean on,” while underscoring the importance of transferable skills from competitive sport to the workplace.
The landscape of workplace dynamics is further influenced by seasonal trends. The coming Monday, December 9, is anticipated to be a peak day for workplace absenteeism in the UK, attributed to the onset of winter illnesses combined with a traditional rise in sick leave related to the festive period. Alan Price, from staff-management software firm BrightHR, noted the challenge employers face during this time: “With flu and cold season in full swing, many employees who call in sick during December will be doing so for legitimate reasons.”
Companies are encouraged to implement clear attendance policies and approach absenteeism with sensitivity to avoid damaging workplace morale. As businesses strive to rectify inclusion disparities while managing operational challenges, the call for an enriched and diverse workforce continues to grow, emphasising the necessity for strategic actions and thoughtful reforms in workplace policies.
Source: Noah Wire Services