In this article:

The Equality and Human Rights Commission (the Commission) has instigated research into the barriers to work for disabled people and unfair treatment in the workplace. It contributes to two of the EHRC‟s strategic priorities: to tackle the structural causes of pay gaps between equality groups; and, to promote dignity and respect in the workplace.

The report paints a detailed, statistical picture of social and environmental factors in the workplace, including unfair treatment that can affect disabled people‟s chances of getting work, staying in work and making progress at work. It is based on quantitative findings produced by government and other reliable sources that have already been published or are available as tables on-line; and the results of secondary analysis of existing survey and other data carried out to add further detail, especially in terms of differences between groups of disabled people. Key findings are for Great Britain unless otherwise stated and are summarised under the main chapter headings of the report.

Analysis for the report shows that one in six people of working age living in the UK is disabled. Although some are not able to do paid work because of the factors related to their impairment or the barriers experienced, for others the opportunity and right to work is of paramount importance. Yet, disabled people are relatively disadvantaged compared with non-disabled people when it comes to paid employment, a multifaceted problem that is a cause for concern in most countries. The OECD describes working age disability policy as „one of the biggest social and labour market challenges for policy makers‟ (OECD, 2010).

Addressing inequalities in this area requires a thorough and nuanced understanding of the scale and nature of the problem, and one that takes account of the huge diversity within the population of disabled people; the needs and preferences of different groups; and the different challenges they face both in and outside the workplace.

This report has drawn together national survey data from a variety of sources to build a statistical picture of barriers to work and unfair treatment at work faced by disabled people. Where possible, this has been complemented with findings from other research that help to piece together a coherent account of the current state of play in Great Britain in regard to these important issues.

Employment activity and limitations

The findings show a position of relative disadvantage for disabled people compared with non-disabled people in terms of labour market participation, having a job, the type of work carried out and levels of pay. For example, disabled people are less likely than non-disabled people to be in employment (47 per cent compared with 77 per cent); are more likely to be economically inactive (47 per cent compared with 16 per cent); are more likely to work part-time when in work (33 per cent compared with 25 per cent); are less likely to work in professional or managerial roles (34 per cent compared with 43 per cent); and are less likely to earn more than £10 per hour (49 per cent compared with 55 per cent).

A key factor in these differences appears to be educational qualifications which are strongly linked to the likelihood of having a job. Disabled people are more likely than non-disabled people to lack such qualifications.

The findings presented in the report also highlight the fact that disabled people with certain kinds of impairments may encounter greater barriers to work than others.

Analysis by gender and age has also highlighted important issues. For men aged 25-54, disability is by far the main reason for economic inactivity; as a result, while just three per cent of non-disabled men in this age band are economically inactive, this is proportionately much higher among disabled people (35 per cent). Differences in the employment rate between disabled and non-disabled people were less marked for women, but the findings on limitations and barriers to work indicate that disabled women can have a more complex set of limitations than men, including family and caring responsibilities in addition to a health condition or disability.

In general, the findings show that there are more and varied obstacles to work affecting disabled people when compared with non-disabled people. As well as being limited by a health condition or disability, disabled people also report barriers and limitations such as difficulties with transport, the attitudes of employers or colleagues, anxiety or lack of confidence, and issues relating to access and support. The main thing that would help reduce these limitations is a modification of working hours or days.

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