Written evidence submitted by the Greater Manchester Disabled People's Panel (ESD0011)

Submission to the Work and Pension Committee’s "Employment support for disabled people” Inquiry – August 2025

To respond effectively to the Inquiry, the Greater Manchester Disabled People’s Panel (GMDPP) can draw upon the findings from our recent surveys. These surveys provide valuable insights into the challenges faced by disabled individuals in Greater Manchester, highlighting areas where the current welfare system and employment support systems may be falling short. We have responded to the Inquiry questions where we can most add value

Key messages to the Committee that the Government can do to improve Employment Support

1. Foster a change in attitudes and refrain from harmful narratives about disabled people
2. Promoting a Social Model of Disability approach in workplaces and support organisations
3. Provide Advocacy -   for disabled people and employers. Funded support should be available for disabled people to access case specific advice when their employer is not making reasonable adjustments and the same case specific advice available to employers so that they can better include and support disabled people
4. Forward planning – assume disabled people will be employed in every organisation and structure the workplace to be inclusive. Employers should expect to employ disabled people and look at how to plan for making reasonable adjustments, not just reacting when a requirement arises, this includes setting aside funds to staff resource to support this to happen in practice.
5. Place the emphasis on making work places more inclusive for disabled people rather than on individuals trying to secure inaccessible employment
6. Employment Law and Employer’s role: The Government must work with employers to tackle existing employment barriers and provide good work.  It is known that for those people that can work, good work can be good for people’s health, but bad work has the opposite effect.  Autonomy and flexibility is very important to the health of employees.  The Equality Act should be strengthened and enforced to improve the protection offered by reasonable adjustments (including a short deadline by which to respond) and to tackle workplace discrimination. One of our Panel members reported recently that out of a search of 27,500 jobs advertised on-line, only 8 were accessible. Employers should make their hiring and onboarding processes more accessible and inclusive for disabled candidates. They should provide information in a range of accessible formats, offering flexible interview options, and proactively supporting new employees with reasonable adjustments.

Why has progress with closing the disability employment gap slowed in recent years?

From our 2022 Survey https://gmdisabledpeoplespanel.com/gm-disabled-peoples-survey-2022/ 50% of respondents were not in employment. For those that were, they were asked whether they think that they get the same career opportunities and pay as a non-disabled person. 80% said that they did not feel that they did.

What barriers prevent disabled people who want to work, or to work more, from doing so? How do these vary for different disabilities? How do these vary across the country?

From our 2022 Survey 27% of disabled respondents said that they had left their job because of disabling barriers since 2020.

Some commented that they find it exhausting within work having to constantly ask for suitable adjustments or adaptations. Many also said that working in the disabled sector meant that their needs were catered for within work.

1. Discrimination and Stigma

• Attitudinal Barriers: Negative stereotypes about the capabilities of disabled people can lead to discrimination during recruitment and within the workplace. Many employers may have unconscious biases or misconceptions that disabled employees are less capable or less productive.
• Lack of Awareness: Employers and coworkers may not fully understand the specific requirements of disabled employees, resulting in poor management, a lack of adjustments or support being put in place.

2. Inaccessible Workplaces and Technologies

• Physical Barriers: Inaccessible office spaces and layouts as well as the equipment provided for everyone’s use not being accessible to disabled people creates barriers to disabled people accessing workplaces or fully participating in work activities.
• Technological Barriers: In workplaces that rely heavily on digital tools, disabled employees may struggle if websites, software, or devices are not designed with accessibility in mind. For example, screen readers may not be compatible with all websites or in-house IT applications.

3. Lack of Reasonable Adjustments

• Insufficient Support: Many employers fail to provide reasonable adjustments (e.g., flexible working hours, ergonomic equipment, or modified duties) that enable disabled people to perform their roles effectively.
• Legal Knowledge Gaps: Some employers are unaware of their legal responsibilities under the Equality Act 2010 and fail to make reasonable adjustments for disabled workers.
• Lack of manager training and support– most reasonable adjustments require a change in practice or approach to managing and completing work. Managers may not understand how to create an inclusive workplace or have the organisation’s support to do so.

4. Limited Opportunities for Career Progression

• Barriers to Advancement: Disabled people often experience "glass ceilings" in their careers, with fewer opportunities for promotion due to assumptions about their capabilities or lack of accessible professional development resources.
• Workplace Culture: A lack of inclusivity in the workplace culture can contribute to feelings of isolation and reduced opportunities for networking or mentorship, which are essential for career advancement.
• Disabled People tend to occupy lower status – lower paid roles
• It can be much more difficult for disabled people to make career changes or get back into work when they have been out of the workplace due to a lack of effective reasonable adjustments and other support.

5. Health and Wellbeing Challenges

• Fluctuating Health Conditions: Many disabled people experience health conditions that fluctuate in severity which may impact on attendance or performance at work. Employers may not understand or have the support to retain the disabled person in role, creating a risk of job insecurity.
• Mental Health Impact: The stress of navigating inaccessible environments, facing stigma, or struggling with workplace inequality can lead to poor mental health, further affecting job retention.

6. Transport and Accessibility Issues

• Limited Accessible Transport: Disabled people often face challenges accessing public transportation or may require specific adjustments (e.g., accessible vehicles or routes) that are not readily available, limiting their ability to commute to work.
• Remote Work Challenges: While remote work can offer flexibility, it may still create barriers for some disabled people, such as lack of suitable home office equipment or difficulty with virtual communication tools as well as isolation.

How effective is the support provided by Disability Employment Advisers? Are they able to support across all disabilities?

DWP job coaches do not have sufficient understanding of disabled people’s lives. We recommend DPO approved Disability Equity training and improve national DWP practices. DPO’s should be commissioned to provide peer led employment programmes.

How successful has Access to Work been at supporting disabled people into work? How could it be improved?

The Access to Work scheme can help to remove some of the barriers which disabled people face by providing funding for a wide range of reasonable adjustments.  However, assessments currently have very long wait times with some disabled people reporting up to 11 month waits and putting job offers or continued employment in jeopardy. The process is complex and employers often do now know how to support the disabled person to get the best out of the scheme. Access to Work can also be difficult for home-based workers and self-employed disabled people to get the support they require.

Volunteering: there is no Government equivalent funding for reasonable adjustments in volunteer work. This means many disabled people cannot access volunteering opportunities as the organisation cannot afford to fund them, and thus miss out on vital skill and experience gaining opportunities. We ask GM partners to work together to address this barrier and to lobby government to address it nationally.

How successful has the Disability Confident scheme been at improving employer practices? How could it be improved?

We believe that only Level 3 of Disability Confident has any real value for disabled employees or applicants as the lower levels are merely tick box exercises with no proof of commitment to the full inclusion of disabled employees

What should the Government prioritise with its additional employment support for disabled people arising from the Pathways to Work Green Paper?

Employment programs should be tailored to the individual needs of disabled people and delivered at the local level. This approach ensures that support is relevant and accessible, addressing specific barriers faced by individuals in different communities. Ideally employment support should be provided by Disabled People’s Organisations rather than the Department for Work and Pensions (DWP) given the low level of trust disabled people have for the Department[1]. Employment support advisers or work coaches must be able to establish meaningful relationships based on trust that don’t use threats as part of the discussion.

Holistic Support Models: Employment support should encompass not only job placement but also consider the mental health and well-being of disabled individuals.

Addressing Digital Exclusion: Efforts must be made to bridge the digital divide by providing accessible digital platforms and support for those who face challenges in accessing online services. This includes offering alternative formats and assistance to ensure equitable access

Employer support: employers should be provided with access to tailored support on reasonable adjustments and disability discrimination.  Currently most resources are on-line, not sufficiently nuanced (ACAS) or via legal advice once an employment problem has arisen.

Enhanced Advocacy and Rights Awareness: Providing disabled individuals with information about their rights and access to advocacy services can empower them to navigate employment support systems more effectively

Inclusive Policy Development: Engaging disabled people in the development and evaluation of employment support policies ensures that their lived experiences inform decision-making, leading to more effective and inclusive programs. The Government must draw directly on the expertise that comes from the lived experience of people claiming disability benefits and of trying to seek work.

Language: Recent language relating to disabled people and employment has become harmful to disabled people, especially phrases such as “economic inactivity” which stigmatises and devalues disabled people who are unable to work or who contribute to their communities as volunteers, carers or in other ways that are not paid employment. A change in narrative is needed, as well as a policy pathway that enables disabled people to live meaningful lives, regardless of employment status.  If we are talking specifically about the employment context then we should be talking about "inclusive employment" and "removing barriers to employment" so that we are not blaming individuals but looking at the structural societal issues that make it difficult or impossible for disabled people to get, and stay in, paid work. If we are talking about welfare benefits then we should be talking about the "social security safety net" and the "right to an adequate standard of living" and referring back to the right to Independent Living, in keeping with the UNCRPD.

Data collection: The Government should improve the collection of data on employment levels, job retention and career progression however, disability remains a sensitive area and many disabled workers do not share information about their impairment because of a fear of discrimination. The choice to share information about impairment(s) is still viewed negatively and as a challenge rather than an opportunity to support someone to do well in their role. Gathering comprehensive qualitative and quantitative data on the picture of disabled employment needs to negotiate this delicate terrain.

To what extent is the success of DWP’s plans to improve disability employment contingent on improvements made to other public services, in particular, health?

From our 2022 Survey Nearly half of those that are working said that they were not paid enough to cover all of their living expenses.

August 2025