The UK Government is encouraging organisations to report on the numbers of disabled people they employ, in a move that some consider to be an initial step towards mandatory pay gap reporting.
A voluntary framework has now been released to help companies disclose what percentage of their workforce has a disability or long-term physical or mental health issue. Employers are also being encouraged to “provide a narrative”, explaining what actions they are taking to help recruit and retain disabled people.
Sarah Newton, Minister for Disabled People, Health and Work, said: “Our voluntary reporting framework builds on our long-standing commitment to companies to help them in supporting their staff at all levels to create more inclusive workforces.”
The framework was developed in partnership with a number of large employers and charities. It came in response to a recommendation contained in the 2017 Thriving at Work review that employers should report more on the actions they were taking to tackle mental health in the workplace.
Earlier this year, an Equality and Human Rights Commission (EHRC) report revealed more than half of UK employers faced barriers when collecting disability data, with just 3% having collected and analysed disability pay gap data. The EHRC called for disability and ethnicity pay gaps to be made a legal requirement for employers with more than 250 employees by 2020.
Separately, the Chartered Institute of Personnel and Development (CIPD) and Disability Confident campaign have jointly published a good practice guide to help line managers support disabled staff and those with mental health conditions. Employers are provided with advice on recruiting, retaining and developing employees with a disability or health condition.
Claire McCartney, the CIPD’s diversity and inclusion adviser, said organisations needed to ensure line managers were trained appropriately in this area.
“Disability awareness training on its own is not enough,” she told People Management. “Line managers need to know how to navigate conversations about disability and conditions with employees, and understand what they need to do in order to arrange and implement adjustments.”
Emma Woollacott is a freelance business journalist. Her work has appeared in a wide range of publications, including the Guardian, the Times, Forbes and the BBC.
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The UK Government is encouraging organisations to report on the numbers of disabled people they employ, in a move that some consider to be an initial step towards mandatory pay gap reporting.
A voluntary framework has now been released to help companies disclose what percentage of their workforce has a disability or long-term physical or mental health issue. Employers are also being encouraged to “provide a narrative”, explaining what actions they are taking to help recruit and retain disabled people.
Sarah Newton, Minister for Disabled People, Health and Work, said: “Our voluntary reporting framework builds on our long-standing commitment to companies to help them in supporting their staff at all levels to create more inclusive workforces.”
The framework was developed in partnership with a number of large employers and charities. It came in response to a recommendation contained in the 2017 Thriving at Work review that employers should report more on the actions they were taking to tackle mental health in the workplace.
Earlier this year, an Equality and Human Rights Commission (EHRC) report revealed more than half of UK employers faced barriers when collecting disability data, with just 3% having collected and analysed disability pay gap data. The EHRC called for disability and ethnicity pay gaps to be made a legal requirement for employers with more than 250 employees by 2020.
Separately, the Chartered Institute of Personnel and Development (CIPD) and Disability Confident campaign have jointly published a good practice guide to help line managers support disabled staff and those with mental health conditions. Employers are provided with advice on recruiting, retaining and developing employees with a disability or health condition.
Claire McCartney, the CIPD’s diversity and inclusion adviser, said organisations needed to ensure line managers were trained appropriately in this area.
“Disability awareness training on its own is not enough,” she told People Management. “Line managers need to know how to navigate conversations about disability and conditions with employees, and understand what they need to do in order to arrange and implement adjustments.”
Emma Woollacott is a freelance business journalist. Her work has appeared in a wide range of publications, including the Guardian, the Times, Forbes and the BBC.
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Hiring disabled workers in China: Challenges and incentives
People with disabilities in New Zealand not paid minimum wage
Dutch Government scraps plan to pay disabled less than minimum wage
