“It’s encouraging to see progress has been made on narrowing the disability employment gap, but there is still a way to go to achieve equality of opportunity. Too many disabled people continue to face prejudice and struggle to get into employment or to remain in work, and are less likely to progress to senior management roles or to work in professional occupations.
“Businesses that aren’t inclusive - and don’t manage health and disability effectively – risk missing out on hard working and talented individuals, and damaging their reputation among staff and customers. They could also face legal action if they fail to comply with equalities law.
“Employers can help to close the disability employment and progression gap by ensuring that line managers are aware of their responsibilities around making reasonable adjustments. These are often perfectly achievable, such as providing flexibility over working patterns.”