Written evidence from Grace Spicer (DEG0128)

 

My thoughts and suggestions and within line of the 'Disability Confident Scheme' improvements as part of our political campaign with I have a Voice CIC

Progress so far and impact

What progress has been made, especially since 2015, on closing the disability employment gap? How has this progress been made? 

 

"Work and disability. Almost half of working-age people with disabilities in the UK are employed." - NHS UK

Since 2015, different strategies have been implemented and pushed to meet the pledge of The Conservative Party 2017 manifesto to get “1 million more people with disabilities into employment over the next ten years”. this would mean that there would need to be an increase of 350,000 more disabled people in employment. A growth of 8% (Source: Disabled People in Employment)

Progress of such includes:

Under the Improving lives: the future of work, health and disability White Paper.

Source: Disabled People in Employment

However, whilst these strategies of financial and some social support, the gap has only made a slight reduction. According to the House of Commons Library, Disabled People in Employment - "Between April-June 2013 and April-June 2020, the disability employment gap reduced by 5.0 percentage points. This has been because the employment rate for disabled people has been rising faster than the employment rate for people who are not disabled. In the year to April-June 2020, the gap reduced by 0.8 percentage points."

What is the economic impact of low employment and high economic inactivity rates for disabled people? Are some disabled people (for example, young disabled people or people with different health conditions) more at risk of unemployment or economic activity than others?

Whilst I could not find any active economic market data of the economic impact of disabled unemployment, ONS Labour Market Data states that:  "Disabled people were considerably more likely than those who are not disabled to be economically inactive. While the economic inactivity rate for disabled people was 42.6%, the corresponding figure for those who are not disabled was 15.3%. The high rate of economic inactivity, alongside a higher unemployment rate, explains why disabled people have a low employment rate." ONS Labour Market Data.

According to Disabled People in Employment: "Disabled people who were aged between 16 and 24 were least likely to be in employment. However, the disability employment gap was largest for those aged 50-64"

We also have to consider that the Coronavirus Pandemic will also take a toll on this both now and for years to come. Specifically to those in the 18-24 category who are just entering the first stages of employment, which is difficult enough.

What has been the impact of the coronavirus pandemic on disabled peoples’ employment rates?

 

ONS reported that "Worries about the future is amongst the most frequently cited ways well-being has been affected for both disabled (68%) and non-disabled people (64%) in September 2020; however, disabled people were less optimistic about the future than non-disabled people, with 1 in 10 (11%) of disabled people thinking life will never return to normal compared with only 1 in 20 (5%) of non-disabled people." Whilst this may not specifically cover employment, it does give an early indication that disabled people are less optimistic about what they see of themselves in the future, which could damage future employment rates and widen the disability employment gap.

A document more specific to disabled people in employment, People management UK reported that "Almost half (45 per cent) of working-age disabled people polled said the pandemic had negatively affected their ability to work, increasing to 71 per cent among those aged 18 to 24. Similarly, 48 per cent said the COVID-19 crisis had affected their future earnings, increasing to 54 per cent among young disabled people."

That is why it is vital to understand the importance of preparing new generations of workforces to embrace a diverse workforce now, to support disabled people into getting on a stable track of employment, especially those in the younger sector (18-24) who had been impacted the hardest.

However, in a more positive light. The pandemic can also be seen as an opportunity if utilised effectively, to encourage more disabled people into the workforce. As the tradition of working in an office is becoming more tweaked and home and remote working is being normalised. Which may be effective for those with mobility difficulties. The time given to focus on new things for businesses is also effective, to encourage them, to learn and develop their business.

 

Providing support

 

Where should lead responsibility for improving disabled peoples’ employment rates sit (for example, DWP; Business, Energy and Industrial Strategy; Health and Social Care)?

All should equally be responsible for providing both financial, emotional and learning support to both disabled individuals and employers. Disabled people required unique and personal strategies when it comes to employment in order to find a suitable job that implores their strengths, as well as the employer being accessible both for the business and the individual. Every stage is different and requires each parliamentary group to take responsibility accordingly.

 

How can DWP better support employers to take on and retain disabled employees, and to help them progress in work?

I would suggest that better promotion of the existing schemes would be one of the best strategies, rather than starting a new initiative straightaway. The existing schemes such as The Disability Confident Scheme, The personal support package and Access to Work grants, would be beneficial from overall better promotion, such as stories from employers and disabled individuals who have benefitted from them.

 

It is also important to note that awareness and teaching in relevant educational settings should be important. Teaching our future business leaders and students about the Disability Confident scheme and how to employ someone with disabilities. This would be applicable in:

Secondary Schools, Colleges, Universities and other educational settings which teach. Business, economics, Politics and other business, leadership and workplace leadership-related subjects. To help raise a new generation of diverse business leaders.

Potentially special learning schools and organisations may benefit from this so their students can develop an understanding of what the scheme is about.

Please also visit the question 'How effective is the Disability Confident scheme? ' and 'What improvements should DWP make to the support it offers to unemployed disabled people via Jobcentre Plus? '

 

How effective is the Disability Confident scheme? 

Whilst the scheme is a helpful government initiative designed to teach businesses the importance and effective strategies to hire those with varying disabilities to increase the number of those in employment, the message needs to be reached out further to reach those who are not already knowing to sign up to the scheme. As the engagement for the scheme is currently at 1.3% of the 5.3 Million UK Businesses, it is important that disabled people receive an equal right within employment. The DWP also reported that "it is not possible to accurately estimate how many disabled people these employers employed." If any at all. (Source:  Disabled People and Employment). It is also important to note that the Disability Confident website themselves also states that 83% of people acquire their disability whilst in work. So it is vital to ensure that businesses are effectively knowledge and prepared.

 

The scheme could benefit from better promotion as well as various channels of learning about the scheme, as the scheme learning process seems to be made up of lots of documents, text and tick boxes. Making videos and other visual content both promoting and talking about the scheme, as well as throughout the teaching process to become accredited. Provides visual understanding and a better way of teaching and showing real-life examples to successfully training and working with disabled people.

 

What improvements should DWP make to the support it offers to unemployed disabled people via Jobcentre Plus? 

I would suggest that the existing jobcentre employees should visit and interact with other disabled people for a short term period of time (such as a week) within an existing care setting, school or organisation designed for disabled adults, in an observant manner. To provide experience and interaction of working with disabled people and also discovering the different strategies of communication and learning they strength and weaken in, this would also reduce stigma around inability because of disability and open up hidden talent. And use the experience to interact and understand better with Disabled People using their services, this should also be for pastoral and careers mentoring staff in mainstream schools. Although every disabled person is unique, I believe it would be effective to gather a basic understanding of needs and difficulties for a more personal approach from Jobcentre Plus Staff. Accessibility is also important to note, it may be difficult for some individuals to transport easily, so home visits should be an active option.

 

Enforcement and next steps

 

What would you hope to see in the Government’s National Strategy for Disabled People? 

 

In the Government’s National Strategy for Disabled People, I would hope to see an increased discussion on ways to modernise the Disability Confident Scheme (as remote working is also becoming more common and will possibly remain like that for the forthcoming)

Using social media and other government channels to better promote the scheme, specifically adding information about the scheme onto the 'employing staff for the first time' webpage (which we have been originally campaigning for) which would help to raise awareness of the scheme to new and small businesses who may be willing to easily find out more, sign up the scheme and accommodate their business in the early stages. Working with the CIPD to add-in Disability Confident procedure in CIPD learning programmes for HR staff and managers.  Better engagement with existing organisations, charities and schools who currently teaching and working with disabled people.

 

In the discussion of the strategy itself, I would hope to see Disabled people of varying abilities come up and speak their thoughts and suggestions from an organic target audience perspective. 

 

How should DWP look to engage disabled people and the organisations that represent them in formulating the Strategy?

Liaising with organisers, representatives and ambassadors of relevant Disability Organisations (such as Disability Rights UK), Charities and Campaigns to acquire relevant individuals who would be willing to come forward and share their thoughts (Such as our youth Disability Confident campaign group at ‘I have a voice CIC’).

 

I believe that both committees discuss and decision makings should be made working alongside disabled people of varying ages and abilities to contribute their own personal thoughts into making the scheme better, including annual meetings.

 

 

December 2020