DISABLED PEOPLE AND EMPLOYABILITY
Disabled people are more likely than any other group to be workless and young disabled people are more likely to be NEET (Not in Employment, Education or Training). Also the majority of benefit claimants are disabled.
The EHRC have published the EHRC Fairness report; How does Scotland Fare. Described by EHRC as landmark review bringing together for the first time all available information to answer the question ‘How Fair is Britain?’
The report provides the most accurate picture of daily life for people in Scotland today. Looking across what is necessary for people to live a happy, productive and fulfilled life, it concludes that while the country has made significant progress in terms of tackling discrimination and changing attitudes over the past 30 years, there exists a huge gap between aspiration and achievement. Old inequalities continue to hold us back while new social and economic fault-lines emerge as we get older and more diverse
The report States important areas of unfinished business are revealed as including:
- The pay gaps across gender, race and disability
- Low levels of employment for disabled adults
- Unrepresentative public bodies, Parliaments and Councils
- Close the employment gap for people with disabilities
Work is more than an opportunity to earn a living; it provides a means of meeting and interacting with others, and it can increase an individual’s sense of health and well-being. 50% of disabled adults are in work, compared to 79% of non-disabled adults. In Scotland the figures are 47per cent compared to 82 per cent. Employment rates are particularly low for those who are both DDA and work-limiting disabled (which includes those with the most severe impairments) at only 29 per cent in Scotland
Some evidence suggests that disabled people are more likely to experience discrimination and bullying in the workplace than average. Removing such barriers and increasing disabled people’s participation in the workplace might benefit individuals and the economy as a whole.
Some disability employment stats from a variety of sources
Young disabled people aged 16 are twice as likely not to be in any form of education, employment or training (NEET) as their non- disabled peers - this increases to 3 times as likely by the age of 19. (Department for Education and Skills)
By the age of 26, young disabled people are 4 times as likely to be unemployed as non-disabled young people and more than 3 times as likely to agree with the statement "Whatever I do has no real effect on what happens to me. (Burchardt (2005) ‘The education and employment of disabled young people: frustrated ambition’)
Disabled people are twice as likely as others to have no recognised qualifications ( Inclusion Scotland)
The rate of unemployment amongst disabled graduates is 14% higher than that for non-disabled adults with no qualifications at all (Inclusion Scotland)
49% of disabled people of working age do not work and are at considerable risk of living in poverty, with severe consequences for their families and children. (Fabian Society (2006) ‘Narrowing the Gap: the Final Report of the Fabian Commission on Life Chances and Child Poverty’)
Disabled people in work are more likely to be in low paid, low skilled jobs. (Disability Rights Commission (2006) ‘Disability Briefing March 2006‘).
Disabled adults are now more likely to live in poverty than either pensioners or children ( inclusion Scotland)
Partly due to their low levels of formal qualifications, disabled people are less likely to work in managerial and professional occupations.
42% of households with one or more disabled people have an annual
income of less than £10,000. This compares with figures of 26% for households with no disabled person. (Scottish Council Foundation, 2005 “Disability in Scotland 2005–2020: A State of the Nation Report”)
Among those in employment, earnings are 11% lower for disabled than non-disabled people with the same level of educational qualifications.
People who are disabled officially constitute only 6 % of formal volunteers and around 4.3 % of public appointments across Britain. This is compared to 20 % of the population at large. (DRC (2006) Disability Agenda “Increasing Participation & Active Citizenship”)
Dumfries and Galloway Council report, Using Equality Evidence to Inform Policy. P 69 – 79 Employment and income levels – Disability Issues
This shows the gap between employment rates for non-disabled and disabled people was 27% in D&G. Tables on page 28 – 30 provide some information about public sector workforce in relation to disability but little other local intelligence. This is a focus area of DGVoice this year as we are aware of the level of interest across our membership and another reason we feel involvement in the Employability Partnership is important.
Inclusion Scotland response to Scottish Government Child Poverty Strategy.
DGVoice are members of Inclusion Scotland( IS). Inclusion Scotland have recently responded to the Child Poverty Strategy consultation. I have enclosed this for your information. You will see it specifically comments on meeting the government’s commitment to the importance of involving disabled people directly in Employability Partnerships.
Employing and serving disabled people
A new web from the employer’s forum on disability aims to provide the tools needed to build a business case for employing disabled customers. The realising potential web site, at http://www.realising-potential.org, accompanies a publication of the same name
Disability Equality Duty – Code of Practice
These are obligations that Public Bodies such as D&G Employability Partnership must embrace. Section 2.52 is particularly relevant.
2.52 Taking active steps to ensure the involvement of disabled people is particularly important given the under-representation of disabled people generally in positions which determine policies and priorities of public authorities. The requirement to give due regard to the need to promote participation in public life requires that steps are taken to ensure that the formal structures of governing and advising bodies are accessible to and inclusive of disabled people,
This is why Disabled People must be represented at all levels in Employability Pertnerships, with full involvement from the setup stage onwards. Disabled people are well aware of the benefits that flow from employment. All they ask is to be given the opportunity to enter the workplace.
Given the clear and often overwhelming disadvantage disabled people experience when seeking employment, it is bizarre that Dumfries and Galloway Employability Partnership has refused to allow a rep from DGVoice to join them.
Employability Links
Springboard - Inspiring Careers. Hospitality. Leisure. Tourism
Fit For Work - Confidential NHS Service to help you into work
