Each year, the third week of June is Learning Disability Week. Organised by Mencap, it seeks to make sure the world hears what life is like for those with a learning disability. The theme for this year’s Learning Disability Week is “Do you see me?” It’s about challenging the barriers that people with a learning disability face – and, according to Mencap, there are 1.5 million people with learning disabilities in the UK.
At Cordell Health our vision is to change the focus in the workplace from disability to ability. We’ve always championed the valuable contributions that people with disabilities can make, which is why we are pleased to support this campaign. We hope this blog will encourage more employers to remove some of those barriers.
This article looks at various aspects of employing people with learning disabilities, in particular the steps that employers can take to realise their desire to find meaningful employment.
Learning disability and employment – the numbers
Sadly, the workplace is where many experience one of the biggest challenges of all – finding employment. According to Mencap’s research, only 26.7% of adults with a learning disability who responded to their Big Learning Disability Survey are employed in paid work. And yet it found that 86% of unemployed people with a learning disability want a paid job. Research from the Nuffield Trust would seem to suggest that the proportion of adults with a learning disability in paid employment are much lower than Mencap’s figures. They found that the proportion of adults with a learning disability in paid employment has decreased over time, from 6.0% in 2014/15 to a low of 4.8% in 2021/22. And the NHS found a similar number, with 5.1% of adults with a learning disability known to their local authority in paid work (NHS Digital, 2021).
What is a learning disability?
There are different types of learning disability, which can be mild, moderate, severe or profound and it affects someone for their whole life. According to Mencap, a learning disability is a reduced intellectual ability and difficulty with everyday activities – for example household tasks, socialising or managing money. People with a learning disability tend to take longer to learn and may need support to develop new skills, understand complicated information and interact with other people. Mencap seeks to make the distinction between a ‘learning disability’ and a ‘learning difficulty’ such as dyslexia, dyscalculia and dysgraphia. The distinction is that these conditions don’t affect intellect.
The business case for employment
Many people with learning disabilities are fit to work and can be just as productive and effective as anyone else. What’s more, people with a learning disability are dedicated and loyal employees with lower rates of absence and turnover. Having them in a team can improve staff morale. At the time of writing in May 2024, there were just under a million open vacancies and it’s disappointing that, while having a learning disability will preclude them from many opportunities, many other roles remain open that could be filled – if only attitudes and understanding were different.
Research by Mencap also suggests that positive public reactions to organisations that employ people with learning disabilities can lead to an increase in business. Indeed, in the public sector, substantial weighting in the evaluation of tenders is often given to those organisations that employ under represented groups. Their employment can therefore be a deciding factor as to which organisations are awarded contracts and funding.
Employing people with learning disabilities is also seen as attractive by employees and candidates. According to the Foundation for Learning Disabilities, 62% of people would rather work in a company which employs people with learning disabilities.
The moral and wellbeing case
As part of our ethos of moving the focus away from disability to ability, we believe that organisations are stronger when they recognise the individual needs of disabled employees. What’s more, inclusive organisations not only experience the business benefits, they also help to create opportunities for people with learning difficulties to experience the same fulfilment, opportunity and friendship that meaningful work brings to all of us. And finding employment helps people with a learning disability – if not all people with a disability to reduce the barriers they face in society. In the spirit of this year’s Learning Disability Week, they just want to be seen. So, what can organisations do to help?
How organisations can support people with learning difficulties
There is a lot of helpful guidance available to help employers do more to help people with disabilities, and more specifically, a learning disability. We look at some of the schemes available to employers, as well as what employers can do in their own organisations.
The Disability Confident scheme: This Government scheme aims to help employers make the most of the opportunities provided by employing and developing disabled people. It is voluntary and has been developed by employers, disabled people’s representatives and the government. The scheme has three levels that have been designed to support employers on their Disability Confident journey. More details here.
Supported employment: This is another initiative where the support comes from charities that help to successfully place someone with a learning disability into the right job. For some employers, recruiting and employing people with a learning disability will be a new experience. To assist with this, organisations like HFT Learning Disability Allies and the British Association for Supported Employment BASE can work with both the employer and the employee to facilitate the process.
The services of Mencap: There are lots of ways employers can work with Mencap to support people with learning disabilities into work. From work placements to employment guidance and advice, Mencap has a number of resources and an employer engagement team to discuss work experience and other employer engagement activities. Find out more here.
The role of the line manager: Managing someone with a learning disability calls for a combination of greater understanding of what the organisation can do to support and manage, as well as having the personal skills that build trust and show understanding. Your people will want to feel comfortable and empowered to discuss their condition and receive the support they need. Line managers have a big role to play in achieving this.
Creating an ‘ability, not disability’ culture
Organisations need to understand how they can help overcome the barriers themselves so those with learning disabilities don’t have to. From recruitment and induction through to training, learning and development, career progression and retention – what actions can you take? What needs to change, what adjustments need to be made so that someone with a learning disability is treated on a level playing field and can develop to their full potential? Asking these questions and being prepared to make the necessary changes will go some way to maximising their ability while overcoming disability.
In conclusion
Most people with a learning disability just want to be seen for the potential they offer but face multiple barriers to finding employment. Those who overcome challenges to finding work often bring a high level of enthusiasm and engagement to the workplace as a result. And for the employers themselves who are committed to creating a more inclusive workplace for people with learning disabilities, the vast majority enjoy the positive impact this brings to the productivity and profitability of their business.
Get our guide
We have a newly published guide on Learning Disability Week available to subscribers to our wellbeing subscription service. If you are not signed up to this service and would like to find out more, please contact us on wellbeing@cordellhealth.co.uk
