New analysis from Everway has revealed stark regional differences in disability employment across the UK. Although some areas are closing the gap, with disabled people achieving employment rates comparable to or exceeding those of non-disabled people, the research highlights that location remains a key factor influencing access to work and career opportunities.
| Rank | Local authority | Employment rate among disabled people (%) | Employment rate among non-disabled people (%) |
Disability employment gap (percentage points, 2022–2024)
|
| 1 | Epsom and Ewell | 92.80% | 89.10% | -3.7 |
| 2 | Kingston upon Thames | 84.60% | 83.90% | -0.7 |
| 3 | Malvern Hills | 78.90% | 78.30% | -0.5 |
| 4 | City of London | 100% | 100% | 0 |
| 5 | Horsham | 83.40% | 84.30% | 0.8 |
| 6 | Derbyshire Dales | 77.60% | 80.20% | 2.6 |
| 7 | South Holland | 79.40% | 83.60% | 4.2 |
| 8 | Cherwell | 80.10% | 85.40% | 5.2 |
| 9 | Test Valley | 77.50% | 83.50% | 6 |
| 10 | Wokingham | 73.50% | 81.10% | 7.6 |
The DWP says that the UK disability employment gap currently stands at 30.3% for males and 23.1% for females. The findings highlight that although progress has been made, where someone lives can still have a significant influence on their opportunities to find and sustain meaningful employment.
For employers, employability providers and health professionals, the research reinforces the importance of workplaces that are genuinely inclusive, accessible and designed to support people with a wide range of health conditions and neurodivergent needs.
Understanding the Disability Employment Gap
The disability employment gap measures the difference between the proportion of disabled people in work compared with non-disabled people.
The recent analysis found that the gap remains significant nationally, meaning that disabled people are continuing to face additional barriers around employment, which could be when entering, returning to or progressing within employment.
While some areas of the UK have demonstrated inclusive employment practices, other regions continue to report differences of more than 40 percentage points between disabled and non-disabled employment rates.
Why Does Employment Vary So Much Across the UK?
Employment outcomes are influenced by many interconnected factors, including:
- Access to local healthcare and rehabilitation services
- Availability of specialist employment support
- Employer attitudes towards disability and neurodiversity
- Flexible working requests
- Reasonable workplace adjustments
- Local labour market conditions
- Transport and accessibility
People are more likely to secure and remain in sustainable employment when these factors are met. Without them, barriers can become much harder to overcome.
Ways To Be An Inclusive Workplace
An inclusive workplace recognises that people work and communicate differently, so they may require different forms of support to perform at their best. Some simple adjustments, like those below, can make a difference:
- Flexible or hybrid working arrangements
- Accessible recruitment processes
- Alternative interview formats
- Clear communication and expectations
- Assistive technology where appropriate
- Team training on disability awareness and neurodiversity
- Regular conversations around employee wellbeing
Chief People Officer at Everway, Cathy Donnelly, explains how the journey towards neuroinclusive workplaces begins with education:
“Creating truly inclusive workplaces starts long before someone enters the workforce. The support, understanding and opportunities that disabled and neurodivergent people receive throughout their education can help shape their confidence, skills and career aspirations.
“Employers have a vital role to play in creating inclusive workplaces, but meaningful change can begin much earlier in education. Some organisations still rely on rigid systems, text-heavy processes and tools that assume everyone communicates, organises and processes information in the same way.
Early Support
Without the right support, physical and mental health challenges can make it increasingly difficult for someone to stay in work or return after a period of absence. Periods of prolonged unemployment can negatively affect confidence, wellbeing as well as financial security.
By providing support before someone reaches crisis point, we can help individuals remain connected to employment, maintain confidence and develop the skills they need to thrive.
Supporting Neurodivergent Employees
Everway’s research also highlights the growing conversation around neuroinclusion. People with ADHD, autism, dyslexia and other neurodivergent conditions often bring valuable strengths to the workplace, but traditional recruitment methods and workplace processes don’t always enable these strengths to shine.
What Employers Can Do Today
Practical steps employers can take include:
- Reviewing recruitment processes to remove unnecessary barriers.
- Providing disability awareness and mental health training for managers.
- Promoting flexible and reasonable workplace adjustments.
- Creating open conversations around health and wellbeing.
- Encouraging employees to request support without fear of stigma.
- Becoming a Disability Confident employer and continually reviewing inclusive practices.
Small improvements made consistently can have a lasting impact on employee wellbeing and organisational performance.
How TBHG Supports Inclusive Employment
As a Disability Confident Employer, we understand that removing barriers, making reasonable adjustments and promoting inclusive recruitment practices are essential to creating healthier workplaces.
But we don’t stop there. Through our employability programmes, workplace wellbeing services and personalised health support, we work alongside employers to help build more inclusive cultures while supporting individuals to overcome health-related barriers and move confidently towards sustainable employment.
The latest disability employment figures show there is still work to do. Get in touch with our team to discuss how we can help your organisation create a healthier, more inclusive workplace.
