With the UN’s International Day of Persons with Disabilities approaching on 3 December, new findings suggest that while UK employers overwhelmingly want to hire more disabled staff, many lack the confidence, tools or understanding to do so.
Almost one in four working-age adults in the UK has a disability – a figure that continues to rise. Yet disabled people still face stark inequalities in the labour market. The recent Keep Britain Working review, led by Sir Charlie Mayfield, found that disabled people remain locked out of work at twice the rate of non-disabled people, leaving an employment gap of almost 30 percentage points. For those with learning disabilities, paid employment stands at just 4.8 per cent.
To mark the global awareness day, Mayfield has joined forces with the Disability Charities Consortium, a coalition of nine leading charities, to galvanise HR leaders and major employers into building truly inclusive workplaces.
“Lots of employers want to do more to recruit and retain disabled employees, but don’t know where to begin,” said Diane Lightfoot, chief executive of the Business Disability Forum and co-chair of the consortium.
Their concerns are backed by data. A 2022 analysis of FTSE 100 companies found that although 99 per cent had inclusive mission statements, only 37 per cent had disability inclusion initiatives in place. A 2024 survey by the Department for Work and Pensions revealed that just 35 per cent of employers felt confident recruiting disabled candidates.
Despite widespread hesitation, several major businesses are demonstrating how to make meaningful progress.
Whitbread – owner of Premier Inn – operates its Thrive programme, which offers immersive, hands-on training for young people with special educational needs and disabilities. Trainees learn in fully functioning “mini-Premier Inn” training facilities that mirror real hotel environments. Two new sites opened this year in Liverpool and Lincoln, and the company aims to support 100 interns annually.
“Thrive shows how the private sector can meet the moment,” said Simon Ewins, Whitbread’s managing director. “It’s not just a corporate initiative – it’s a blueprint for inclusive employment at scale.”
Asda works with DFN Project Search to provide supported internships for young people with autism and learning disabilities. The scheme, launched in 2023, has already expanded to 22 stores, with nearly half of interns securing jobs.
“When businesses see the talent these young people bring, perceptions change,” said James Goodman, Asda’s chief people officer.
At Marks & Spencer, 30 per cent of participants in its long-running Marks & Start programme have a disability. Since launch, 12,000 young people have taken part and half have secured jobs with the retailer.
Disability inclusion is not just a moral imperative – it is also a business opportunity. Disabled households have a combined spending power of £446 billion, up 30 per cent in the past year – a market often referred to as the “purple pound”.
“These employees are loyal, highly motivated and have lower absenteeism,” said Alex Margolies, CEO of Toucan Employment. “Inclusive employers not only attract socially-minded customers – they also build more productive and compassionate workplaces.”
Becoming a disability-confident employer does not need to be complex.
Katharine Weston of Mission EmployAble said employing people with learning disabilities is often far less daunting than employers assume – and the benefits can be transformative.
Practical measures include rethinking recruitment language, offering accessible materials, guaranteeing interviews for disabled applicants who meet minimum criteria, and making simple workplace adjustments such as visual schedules, colour-coded instructions or flexible assessment formats.
Many companies also establish disability staff networks and sign up to the government’s Disability Confident programme.
“Helping people grow big careers is special”
Rachel Howarth, Whitbread’s chief people officer, said the company’s commitment is grounded in both values and business sense.
“With a workforce of 35,000, many of our people have visible and non-visible disabilities,” she said. “Our workforce should reflect our guests. Fewer than 5 per cent of people with learning disabilities are in paid employment — that’s not just a statistic; it’s a call to action.”
“There’s something special about creating opportunities for people who never thought they’d have a career like this. A diverse workforce isn’t just good ethics — it’s a source of strength for individuals, teams, customers and investors.”