Introduction to the guide
The best employers know that to deliver effectiveness to shareholders, boards and trustees, they need to recruit and retain the best people and cultivate diverse ideas and viewpoints. This translates into making great business decisions, building your reputation and attracting and retaining the best talent.
Most businesses will agree that building a pipeline of sustainable talent is vital, however increasingly it’s harder than ever to find people with the right skills to boost growth.
But businesses are missing out on a huge skills pool – there are 7 million disabled adults of working age, almost half of half of whom are unemployed.
Why work matters for disabled people
Scope research in September 2017 shows that disabled people continue to face negative experiences in the workplace;
- Only half of applications from disabled people result in an interview, compared with over two thirds for non-disabled applicants
- Disabled applicants make 60% more job applications than non-disabled people when looking for their next role
- 37 per cent of disabled people who don’t feel confident about getting a job believe employers won’t hire them because of their impairment or condition
Once in work, disabled people still face challenges. Too often, employers don’t make it straightforward to have conversations about disability.
Many disabled people feel that mentioning disability will limit their career opportunities. 58% of disabled people in work feel at risk of losing their jobs. Half have experienced bullying or harassment because of their impairment. This alone tells us how much work is needed to change the workplace for disabled employees.
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