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.
The framework for Voluntary Reporting on Disability, Mental Health and Wellbeing was introduced by the government in November 2018. It is divided into two sections: a disability reporting recommendation; and a mental health and wellbeing reporting recommendation.
This disability@work briefing recommends changes to the first of these sections to require employers to report on the proportion of their workforce that is disabled using a standard definition of disability which captures those covered by the Equality Act.
The recession resulting from the COVID-19 pandemic is predicted to be one of the sharpest ever contractions in UK economic activity. This briefing note outlines the existing evidence on the labour market experience of disabled people over the economic cycle, and highlights the steps employers and the government could take to protect disabled people during the recession induced by the pandemic.
The social interpretation of disability has broadened over time with increased public awareness and acceptance so that more individuals recognise and acknowledge that they have a health condition and/or that it is limiting. As disability changes in ways which are not related to changes in underlying health and functional impairment and/or their impacts on activity-limitation this has confounding effects on the analysis of trends in disability disadvantage. This briefing note examines the issue in the context of the government’s commitment to reduce the disability employment gap.
We review areas of policy Disability@Work discussed with the Minister for Disabled People, and with senior officials at the Cabinet Office Disability Unit and the Department for Work and Pensions (DWP), in the months preceding the publication of the NDS in the context of the NDS.
Response to House of Commons Work and Pensions Committee on the Disability Employment Gap July 30th 2021
As the Committee recognises the importance of measurement, the re-instatement of a relative indicator, and the benefits of a basket of measures, we consider the strengths and weaknesses of Minister’s preferred measure and target.
The origins of the Bill is sexual harassment at work. This D@W Briefing Note explains why The Bill should be broadened to include other protected characteristics with explicit reference to the case of disability.
Government policy documents assume that small and medium-sized firms (SMEs) (private sector firms with less than 250 employees) are less likely to hire and retain disabled employees than large private sector firms (with 250+ employees). New research questions this and suggests that overall, SMEs should not be considered more problematic than large firms regarding the employment of disabled people.
An increase in working from home means that in 2020 36% employees conducted some work at home and working from home has become central to debates regarding the future of work. There is an assumption that this development will be particularly beneficial to disabled people. This briefing note summarises new research which suggests that such optimism may be misplaced.