Here at Make More, we are Disability Confident.
But what does Disability Confident mean, you may ask? It means that we are committed to inclusion and making sure that specific groups are not left out; in this case, disabled people. Disabled people are often overlooked in the workplace, public spaces, healthcare systems and political policy.
According to Scope, 16 million people in the UK are disabled. That’s around 1 in 4 people, or 24% of the population. This may not seem like an issue at first, but when we look closer at the experiences of disabled people, we can see how they are often overlooked when it comes to accessing employment.
Prejudice and discrimination, including both conscious and unconscious biases, can create barriers for disabled people seeking employment. The employment rate for disabled people is significantly lower than that of non-disabled people, highlighting the inequalities that still exist within the workplace.
There is already a lack of employment opportunities, as we can see through the number of young people who are NEET (Not in Education, Employment or Training). For disabled people, these barriers can be even greater, meaning they can face an additional disadvantage when trying to access employment because of something they did not choose to have.
There are many different types of disabilities, and they can affect people in very different ways. Some disabilities are visible, while others are not immediately obvious to those around them.
Non-visible disabilities are physical, mental or neurological conditions that may not be immediately apparent to other people. These can include mental health conditions such as anxiety, depression, OCD and schizophrenia; neurodivergent conditions such as autism, ADHD and dyslexia; and chronic illnesses such as asthma and Long COVID. They can also include cognitive conditions such as dementia.
Visible disabilities, on the other hand, may be more immediately apparent. These can include mobility impairments where someone may use a wheelchair, crutches or a white cane; amputations or limb differences; neurological conditions such as Parkinson’s disease and Tourette syndrome; and developmental conditions such as Down syndrome.
It is important to remember that whether a disability is visible or non-visible, it can have a significant impact on someone’s life and their experience in the workplace. This is why creating an inclusive environment and removing barriers is so important.
One way we can help with this is by being aware of hidden disabilities. We support the Hidden Disabilities Sunflower scheme, which gives people a discreet way of showing that they may need some extra support, patience or understanding. For us, supporting the scheme is about more than simply displaying the sunflower. We are working to make sure our staff understand what the sunflower represents and feel confident responding appropriately when someone may need additional support. This includes encouraging our team to be patient, listen to what people need and avoid making assumptions about someone’s abilities or circumstances.
Not every disability is visible, and sometimes you may not know what someone is dealing with. We think it’s important to be understanding and not make assumptions about people. Something that may seem small to one person could make a big difference to someone else.
Why inclusive hiring can help your business
Inclusive hiring can bring real benefits to an organisation. There are over 7.7 million working-age people in the UK who are disabled or have a health condition, meaning inclusive recruitment can help businesses reach a wider pool of talented applicants. People with disabilities can also bring different experiences, perspectives and skills to the workplace.
Creating an inclusive workplace and actively encouraging applications from disabled people is not simply about doing the right thing. It can also bring significant benefits to an organisation.
By making recruitment more accessible and inclusive, employers can widen their talent pool and attract skilled candidates who might otherwise be overlooked. It can also help organisations build a workforce that better represents the customers and communities they serve.
Disabled employees can bring valuable skills, perspectives and lived experience into the workplace. In some cases, employees may also have specific skills, such as British Sign Language (BSL), that strengthen communication, improve accessibility and reduce the need to rely on external support.
There is sometimes a misconception that employing disabled people will involve significant additional costs. In reality, many reasonable adjustments are straightforward and inexpensive. Adjustments might include changes to working patterns, accessible equipment, minor changes to the working environment or different ways of carrying out particular tasks.
Supporting existing employees is equally important. If an experienced member of staff develops a disability or impairment, making appropriate adjustments can enable them to remain in work and continue contributing their knowledge and expertise. Retaining a skilled employee can often be more effective and cost-efficient than recruiting and training someone new.
The cost of providing additional workplace support should not be a barrier to inclusive hiring. Employers and employees may be able to access practical and financial support through the UK Government’s Access to Work scheme.
Access to Work is designed to help people with a disability, health condition or mental health condition to get into work or remain in employment. The employee normally applies for the support, although funding may be paid directly to the employer in some circumstances.
Depending on an individual’s needs, Access to Work can help towards the cost of practical workplace support, communication support during job interviews and support for managing mental health at work.
The support available can include British Sign Language (BSL) interpreters, lip speakers, specialist equipment, adaptations to vehicles, taxi costs where someone is unable to use public transport, and support from a job coach or support worker.
Access to Work is separate from an employer’s legal responsibility to make reasonable adjustments. Employers should therefore continue to consider and provide reasonable adjustments where appropriate rather than relying on Access to Work funding.
There can also be financial benefits for employers when making workplaces more accessible. The costs associated with eligible reasonable adjustments may qualify for tax relief as a business expense or through capital allowances.
Together, reasonable adjustments and programmes such as Access to Work can help remove practical barriers to employment, enabling employers to recruit from a wider talent pool and helping disabled employees to thrive in the workplace.
Ultimately, disability-inclusive employment can benefit everyone. It gives individuals greater opportunities to contribute and progress at work, while helping employers create more diverse, capable and inclusive organisations.
Why Make More is Committed to the Disability Confident Scheme
Make More is committed to breaking down workplace barriers for disabled people. We believe that everyone deserves a fair chance and the opportunity to show what they can do.
We focus on skills and abilities, not disabilities. If someone has the skills, experience and ability to complete the job, then what is the issue?
There are an estimated 1 million disabled people in the UK who are not currently working but would like to work. This highlights a significant issue: valuable skills, talent and potential are going untapped.
It is not just about employment either. When disabled people are overlooked, opportunities for learning, development and career progression can also be lost. We believe that by creating more inclusive workplaces and removing unnecessary barriers, organisations can give people the opportunity to contribute, develop and reach their full potential.
Opening Doors: Our Approach to Inclusive Recruitment
For us, being Disability Confident isn’t just about saying that we support disabled people. It is about looking at how we recruit and asking ourselves whether there are barriers that could prevent someone from applying or showing us what they can do.
When advertising opportunities, we want our job adverts to be welcoming and inclusive. We make it clear that disabled people are encouraged to apply because we believe everyone should have the opportunity to be considered for a role.
For us, recruitment should be about what someone can bring to a role – their skills, experience, enthusiasm and potential – rather than making assumptions based on their disability.
We also recognise that barriers aren’t always obvious. Sometimes it can be the way a job is advertised, the application process or assumptions made about what someone is capable of. That’s why we believe it is important to continually look at our approach and ask ourselves: Are we creating a barrier, or are we creating an opportunity?
Our commitment to Disability Confidence is also reflected throughout our website, where we proudly display the Disability Confident logo. But for us, it is about more than a logo. It is about creating real opportunities, challenging assumptions and making sure disabled people are not overlooked.
How can you get involved as an organisation or employer?
There are lots of different ways an organisation can become more Disability Confident. One way is by considering joining the Disability Confident scheme, which supports employers to recruit, retain and develop disabled people.
Even small changes, such as making job adverts more accessible or providing additional support during interviews, can help remove barriers for disabled people.
You can apply to become part of the Disability Confident scheme, which has three levels:
Level 1 – Disability Confident Committed
Level 2 – Disability Confident Employer
Level 3 – Disability Confident Leader
Each level provides an opportunity to learn, improve and take further action to support disabled people in the workplace.
At Make More, we believe creating an inclusive workplace is an ongoing process. It is about listening, learning and making changes where needed, because everyone should have the opportunity to feel seen, supported and valued.
Our Commitment going forward
Becoming Disability Confident is not something we see as a tick box exercise. There is always more we can learn and improve when it comes to disability inclusion.Going forward, we want to continue making our recruitment process more inclusive, raising staff awareness and challenging assumptions that can create barriers for disabled people.
We also want to make sure inclusion continues beyond recruitment. Disabled people should feel supported, valued and have the same opportunities to develop and progress. Business Disability Forum found that 46% of disabled people in work or looking for work believe it is harder to progress in their careers because of their disability or health condition.
Most importantly, we want disabled people to know that their disability should not stop them from putting themselves forward for opportunities. If you have the skills, experience and passion for a role, we want you to have the chance to show us what you can do.
At Make More, “People First, Always” is more than just a slogan. It reflects how we want to treat people and the kind of organisation we want to be.
There is still more work to do, but we are committed to being part of that change and hope it encourages you to be part of it too.
Read our blog, SEND Careers: Challenges to Early Progression by Dr Kristine Lennie, to explore some of the barriers disabled people can face when starting out and progressing in their careers.
