Hi folks!

This blog is aimed specifically as a clarion call to anybody out there that’s charged with the responsibility of employing people- whether that be a small business or a large organisation. To make a very specific request- employ more people with disabilities.

If you are reading this blog and can think of an employer who might appreciate it- please forward it onto them.

People with disabilities are under-represented in our general workforce, and unnecessarily so. From a strictly business point of view it is an untapped resource. From a societal point of view it is a poor reflection. And from a human point of view it is unacceptable.

Statistics tell us that almost 1 in 5 people in the UK have a disability. And yet the employment rate of people with disabilities is 53% compared to 82% of non-disabled people. In other words- you are almost twice as likely to be unemployed as a disabled person compared to a non-disabled person. And here’s an even more sobering statistic- only 5% of adults with a learning disability are in paid employment.

Employers- this is a huge resource which is currently being untapped. People with disabilities, and particularly those with learning disabilities, present a huge opportunity for you all. And it is not an unprecedented one. Employment for people with disabilities was not always such a dismal statistic. It may seem unusual to reference but the Second World War was a period of time in which people with disabilities experienced a significant upsurge in employment opportunities. As huge numbers of non-disabled men and women of working age went to war, people with disabilities were recruited into roles in which previously they had not been considered. In the fields and in the factories mainly- but also in many other areas of employment. Sadly however many of those people with disabilities lost their employment opportunities when the men and women returned from war. But the notion that people with disabilities were not employable was banished. Yet as a modern society we are yet to catch up with this notion.

There is a perception that employing people with disabilities may carry a burden to the employer. To this perception I would argue that there is not a burden- just a potentially longer and more nuanced opportunity.

Post-pandemic we are now living in a world in which home-working, remote working, flexible-hours working etc. is not an abstract or alien (or indeed maligned) concept. It is part of our accepted working practise. And for people with disabilities, this should and could open up a world of work opportunities. For some people with disabilities the 'traditional' perception of work being a full-time 9-5 role, which is location or office-based, is not always a viable option. But for many roles this is no longer a necessary requirement. For employers- it is your responsibility and opportunity to enable the new world of nuanced workplace opportunities to be opened.

For people with physical disabilities or underlying health conditions there are a multitude of ways for employers to consider reasonable adjustments to their usual working conditions- to open their doors to employment opportunities. Referring to the past again, in 1944 the UK introduced the Disabled Persons Employment Act, which ring-fenced certain roles for people with disabilities. And in the present day we can look internationally for inspiration. In Germany for example there is legislation in place (the 2006 General Equal Treatment Act) which requires organisations of 20+ people to have at least 5% of their workforce be people with disabilities. And we now have the Equality Act here to refer to in terms of promoting opportunities.

But in truth as employers you don’t really need to refer to legislation or policy. You can just promote roles for people with disabilities because it’s the right thing to do. And because it will be of benefit to your business and organisation.

For people with learning disabilities there are adjustable opportunities for you too. People with learning disabilities are criminally under-represented in the workforce. As employers- you are missing a real opportunity!

People with learning disabilities have so many attributes that would be beneficial to your business or organisation. In terms of personality, commitment, focus and enthusiasm. Whether that be manual work, number-crunching or administrative work, consultation, service industry- there are many and varied ways in which this community could contribute. At all levels.

There is potential, particularly for larger organisational employers, to actively ring-fence posts for people with learning disabilities. For those large-number employers here on the Isle of Man (I’m looking at you Insurance and E-gaming companies, I’m looking at you Manx Care, and the Departments of Health, Education, Infrastructure and beyond, and I’m looking at you Tynwald!) to look at roles within your organisation that you could realistically and successfully ring-fence for people with learning and physical disabilities. There is a real and tangible opportunity for you to make a difference here. And it’s perfectly achievable. All it takes is an initial level of commitment and enthusiasm on your behalf. A small amount of initial ACTION. And if you’re not sure how to go about doing it- get in touch and I’ll help you.

As employers and organisations-think about this with all seriousness. You have the opportunity to make yourselves, however big or small, a better organisation. And a more representative one. In business and organisational parlour- this is a ‘win-win’ situation.

Be pro-active- look to other pro-active organisations for real examples of how employing people with disabilities actively works. Look at the job roles you have within your organisation, and which of those you could adapt if needed to people with disabilities. Make connections with your local disability services, organisations and charities- reach out to them. Have the conversation. Do it one job role at a time if necessary. Or even better- make it part of your recruitment policy. It works for other successful organisations- it could for you too.

It may take an increased initial level of commitment and dedication on your behalf to instigate this. But I guarantee that on all levels this would be a successful venture on your behalf.

If you are a person with a disability who wants to gain meaningful employment- get in touch. Or a parent or carer of someone with a disability- whether that be a child at school with future dreams of a job, or an adult with dreams of potential employment. Let’s start making some opportunities. Movement can happen. Connections can be made. All it takes is a small amount of action and dedication from all of us.

We have a real opportunity to make our society more inclusive in way that is beneficial to everybody.