A key government policy to increase the number of disabled people in employment and improve their working lives was to encourage employer sign up to the Two Ticks ‘Positive About Disabled People’ scheme. However, this briefing shows Two Ticks had very limited impact, and argues Disability Confident (the successor scheme to Two Ticks) is unlikely to fare any better.
The answer depends on the question so that who counts as disabled depends on how disability is defined in the question. This Briefing Note starts with the legal definition and tracks changes in definition in Government surveys which seek to capture the population who is defined as disabled by the law.
The employment gap associated with disability is greater than that for other protected groups. Yet we know less about the presence and impact of disability in the workplace and in the labour market than we do about race and gender. This Briefing Note identifies three approaches to addressing this information deficit.
D@W and Disability Rights UK provide a guide to senior executives and managers on disability related disadvantage in the workplace with a six-step road map towards disability inclusion.
DWP announced new requirements for employers at Disability Confident level 3 to have disabled people on their payroll and to report on their disability employment metrics (Nov 2019). To strengthen these requirements further and achieve ‘an inclusive workforce’ this briefing note considers 1) further reforms required; 2) extent of employer engagement with Disability and 3) the need to look beyond Disability Confident.
This briefing note makes a compelling case for mandatory organisational reporting on the pay and employment of disabled people. A single dashboard covering gender, ethnicity and disability is recommended based on aligned metrics across protected characteristics to stimulate peer competition and drive action through accountability.