Disabled workers remain shut out of the labor market in large numbers. Recent research by the Work Foundation at Lancaster University highlights that even among those in work, they are often stuck in insecure work. Indeed, the research suggests that disabled workers are 1.5 times more likely to be in such insecure work than their non-disabled peers.
“The U.K. economy is under pressure,” the researchers explain. “Our labor market continues to hold record numbers of vacancies and the numbers of workers on long-term sick is at record levels—yet structural inequalities remain, stopping many groups of workers from accessing the good quality work they deserve.”
The work is part of the ongoing research that underpins the UK Insecure Work Index, which was created last year to highlight the stability of the British labor market. The researchers define insecure work as that which has no guarantee of hours, unpredictable pay, and limited employment protections.
The plight of disabled workers
The latest installment of the research focuses specifically on disabled workers. Although the Government’s commendable commitment in 2017 to reintegrate ‘one million more disabled individuals into the workforce within a decade’ has been surpassed by five years, recent research raises concerns about the efficacy of prioritizing quantity over quality and security of employment. This approach not only jeopardizes the well-being of disabled workers but also poses potential risks to the broader economy.
Engaging in unsatisfactory or excessively precarious job arrangements can exacerbate the health conditions of disabled individuals, potentially compelling them to withdraw from the labor market altogether. Available data reveals that disabled people are disproportionately represented in lower-paid and less secure occupations, frequently resorting to part-time employment when compared to their non-disabled counterparts.
While opting for a reduced working week may be a personal decision aimed at managing health conditions or caregiving responsibilities, it is worth noting that 10% of disabled workers (equivalent to 430,000 individuals) express a desire to increase their working hours, in contrast to 7% of non-disabled workers.
Poor retention
The study also sheds light on the situation of disabled workers, highlighting their reduced likelihood of remaining employed by the same organization for more than two years. This exposes them to a deprivation of essential rights and safeguards, including access to redundancy pay—an important protection they may miss out on.
The study further reveals that disabled workers are more inclined towards self-employment, a choice often driven by the obstacles they encounter in securing traditional employment opportunities. Approximately 13% of disabled individuals (equivalent to 450,000 people) are self-employed, compared to 9% of their non-disabled counterparts. This disparity in employment status not only affects their income stability but also restricts their access to the rights and protections typically associated with formal contractual arrangements.
Moreover, disabled women find themselves grappling with a dual disadvantage, facing approximately 2.2 times greater likelihood of being employed in severely insecure work compared to disabled men. The disparity in work security between genders within the disabled population is a concerning trend that deserves attention.
Furthermore, disabled workers from ethnic minority backgrounds experience higher levels of severely insecure work when compared to their white disabled counterparts. The prevalence of severely insecure work stands at 29% for disabled individuals from ethnic minority backgrounds, while it stands at 26% for white disabled workers. This disparity highlights the intersectional challenges faced by disabled workers of diverse ethnicities.
Highly vulnerable
The study underscores the vulnerability of certain subgroups within the disabled workforce. Specifically, it reveals that 38% of autistic workers and 28% of individuals with mental health conditions find themselves employed in severely insecure work, higher percentages than those observed among disabled individuals with other disabilities or conditions (20%). This disparity emphasizes the urgent need for targeted support and solutions for these subgroups to address their distinct challenges in the labor market.
Furthermore, the study identifies a correlation between disabled workers’ access to flexible working arrangements and their occupational profiles. Disabled individuals are less likely to have access to flexible working options due to their higher representation in “routine and semi-routine occupations,” such as cashiers, bricklayers, and waiters.
In contrast, flexible working arrangements are more commonly available in professional and managerial roles, which disabled workers are less likely to occupy.
These findings collectively highlight the intricate web of barriers and disparities that disabled workers encounter within the labor market. Addressing these challenges necessitates comprehensive policies and targeted support mechanisms to ensure equal opportunities and fair treatment for all individuals, regardless of disability.
Time for change
The proportion of disabled individuals among the working-age population has reached a significant level, with nearly a quarter (23%) of working adults falling into this category. However, despite progress made in recent years, the employment rate for disabled people continues to lag significantly behind that of their non-disabled counterparts.
Over the past decade, the disparity in employment rates between these two groups has hovered around 30 percentage points, underscoring the ongoing challenges faced by disabled individuals in securing and maintaining employment.
“Recent research suggests a disabled household needs an additional £1,122 a month to have the same standard as living as a non-disabled household—so the cost-of-living crisis is disproportionately impacting disabled workers,” the researchers conclude.
“Supporting those with long term health conditions who want to work more hours to do so could provide a significant boost to the labor market, but the current support from Government and employers is failing them—including those on long-term sick.
“We need refreshed, robust policies in place to protect disabled workers‘ employment rights—and ensure the right levels of support in place from day one of a person entering a workplace. A better, more in-depth understanding of what is needed to support those on long-term sick back into work is also vital if we are to see any meaningful change.”
A bold approach
The Work Foundation advocates a bold and sweeping approach, urging both the Government and employers to take decisive action in addressing the disability insecurity gap and rectifying entrenched disparities in the labor market.
The report presents a set of recommendations aimed at fostering greater flexibility in job roles across various sectors. This measure is seen as essential in accommodating the diverse needs of disabled individuals and creating a more inclusive work environment.
Furthermore, the report proposes the implementation of an Employment Bill, designed to shift the burden of proof onto organizations to demonstrate that a worker is not eligible for the full range of employment rights and protections. This proactive stance seeks to bolster the safeguards and entitlements available to disabled workers, ultimately enhancing their job security and well-being.
Additionally, the report highlights the importance of shielding disabled benefit claimants from conditionality requirements during the initial six-month period. This approach recognizes the challenges faced by disabled individuals and acknowledges the need for adequate support during their transition into the labor market. Moreover, the report emphasizes the importance of extending such protections to include those with short-term health conditions, fostering a more comprehensive and compassionate approach to benefit support.
By embracing these recommendations, the Government and employers can take significant strides toward a more equitable and inclusive labor market, ultimately dismantling barriers and creating an environment where disabled individuals can thrive professionally.
