The Equalise Work theme submitted written evidence to the Work and Pensions Committee Inquiry on Employment support for disabled people on 23rd September 2025.
Executive summary
- Disabled women face compounded barriers to employment due to gender and disability, resulting in lower employment rates, fewer full-time roles, and limited career progression. Neurodivergent individuals are disadvantaged by standard hiring practices, especially interviews that emphasise social skills and unsuitable physical environments.
- Line managers play a critical role in enabling access to accommodations, but inconsistent training and awareness limit their effectiveness. Workplace accommodations significantly reduce employment gaps, particularly for those with mental health conditions. Chronic conditions like multiple sclerosis and chronic pain require flexible support, yet many managers lack the knowledge to respond effectively.
- Scotland’s Work Choices Programme demonstrates the value of person-centred support, offering dignity, choice, and sustained engagement. Completion of structured employment programmes improves outcomes, especially for older and disabled individuals.
- The Disability Confident scheme shows limited impact, with no significant difference in disabled workforce representation or employee experience.
Recommendations
- Encourage organisational policies that embed inclusive practices at a structural level, rather than relying on individual managers’ discretion or awareness.
- Expand access to workplace accommodations, which close employment gaps for disabled workers.
- Provide training for line managers to ensure consistency in supporting workers with health conditions and disabilities.
- Adopt person-centred employment support models, which emphasise dignity, genuine choice, and supportive relationships.
- Improve monitoring and reform certification criteria for Disability Confident.
The response was prepared by the Equalise Work theme with contributions from:
- Niamh Bridson-Hubbard, Research Assistant
- Dr Baowen Xue, Lecturer in Quantitative Methods & Social Epidemiology
- Audrey Tan, Impact Manager
- Prof Anne McMunn, Professor of Social Epidemiology
We would be pleased to speak further about our response. Please contact Niamh Bridson-Hubbard (niamh.bridson@ucl.ac.uk).