There has been notable progress in how employers report the proportion of employees with disabilities, indicating a positive trend towards inclusivity.
- Research from GRiD shows a rise from 50% to 71% in employers collecting data on employees with disabilities between 2023 and 2024.
- The increase helps employers better understand and support employees affected by disabilities.
- Data collection is primarily aimed at strengthening diversity, inclusion, and talent management practices.
- Effective use of disability data is essential for improving employment practices and supporting the needs of employees.
According to recent research from GRiD, the industry body for the group risk sector, there has been a substantial increase in the number of employers who report on the proportion of their workforce with disabilities. In 2023, only 50% of employers collected this data. However, by 2024, this number has risen to 71%, marking a significant 21 percentage point increase. This development is a promising sign of companies gaining a better understanding of their employees affected by disabilities, which enhances their duty of care.
The Office of National Statistics data reveals that there are currently 5.67 million individuals with disabilities in the workplace as of the third quarter of 2024, an increase from 5.32 million in the same period in 2023. This reflects the achievement of the government’s 2017 goal to employ one million more people with disabilities by 2027. However, it also highlights the rising number of disabled individuals of working age and those who are unemployed.
GRiD emphasizes that merely collecting disability data is not sufficient. Organizations must utilize the information effectively to truly benefit themselves and their employees. Among businesses collecting this data, 60% use it to inform diversity and inclusion practices, 57% to enhance talent management, 52% to monitor progress on diversity initiatives, and 46% to shape recruitment practices.
Katharine Moxham, GRiD spokesperson, stated: “Improving employment practices for disabled people is important as that shapes an organization’s approach, but employers must ensure they respond to the individual needs of both current and future employees.” She notes the importance of comprehensive support that is accessible to all employees, whether they have visible, non-apparent, or newly acquired disabilities.
Employer-sponsored group risk benefits, like life assurance and income protection, play a crucial role in providing necessary support for employees with disabilities. They offer valuable resources that aid physical, financial, and mental health support. Additionally, these benefits include tools and services that help employers understand and carry out necessary workplace adjustments.
Moxham also anticipates a future requirement for large employers to report their disability pay gap, suggesting all employers begin collecting disability data to enhance current practices and prepare for potential legislative changes.
Rising employer engagement in disability reporting signifies a positive shift towards inclusive workplace practices.
