According to the latest ONS figures in the UK, the number of disabled people in employment increased by 1.3 million for an overall total of 4.8 million disabled people in the workplace. However, in practice, this means that only 54% of people with disabilities are employed compared to 82% without disabilities.
Employers have been increasingly prioritising the health and well0being of their people yet there needs to be more focus on supporting those with long-term health conditions to enter and stay in the business.
To support disabled job applicants and employees, organisations need to ensure that those with disabilities can overcome substantial disadvantages in applying for, or doing a job and progressing in work. Most adjustments are easy to implement and may cost little or nothing. Things such as making changes to work patterns, providing parking, ensuring information is accessible, modifying recruitment processes or allowing extra time for tests and assessments.
By implementing such changes, it will aid businesses in hiring disabled people with the skills they need, help them retain employees who develop long-term health conditions or disabilities whilst under employment – resulting in retained skills and knowledge thus saving time and expenses on recruitment.
This also sends a message to employees about what support is available and how to access it and that the business takes the health and well-being of its employees seriously—which has additional benefits to the wider business picture.
Paul Arkwright
Publisher
