Is There a Disability Pay Gap in the U.K.?

Recent findings have shown that the current disability pay gap in the U.K. stands at about 13.8%. Further research suggests this continues to rise throughout 2022, moving to around 17%. On average, disabled employees earn £2 less per hour than their non-disabled colleagues. 

Let’s talk a little more about this data and what it tells us about the current state of our employment market for disabled people. 

Who is Most Affected by the Disability Pay Gap?

Within this employment gap, there are certain groups that are most affected. It is important that we look at trends rather than seeing the disabled community as one static group with only one type of person. There any many different types of disabled people who experience the world of work and recruitment in different ways, and this is key to be aware of. 

Groups most affected by the disability pay gap include: 

Disabled Women 

Findings from TUC have shown that disabled women have a 35% (on average over £7,000 a year) pay gap compared to their non-disabled counterparts. 

As women already face pay inequality in the workplace, this statistic is particularly disappointing. It highlights how important it is to discuss and explore how disabled women are treated at work and where barriers may be increased for them. When we are talking about disability, we should always be thinking about intersectionality too, which is a key point in our next statistic. 

BME Disabled Workers

TUC also reported that as well as a pay gap, BME disabled workers disproportionately face unemployment. They found that 10.9% of BME disabled workers were unemployed, compared with only 2.8% of white non-disabled workers. 

It is vital that we are aware of the extra barriers those with intersectional identities face in our communities so that we can put preventative and interventional strategies in place. Knowing the context is the first step to providing a more ethical and equitable playing field in work and employment. 

For disabled members of the BME, there are more hurdles and barriers than we might even expect in 2022 and they are more significant than for those in other social categories. This is important to remember. 

Autistic People 

An interesting finding from ONS showed that autistic people faced one of the widest disability pay gap margins than those with other disabilities, illnesses, and conditions. They had a median pay of 33.5% less than non-disabled employees without a long-lasting condition.

This statistic is important for us to think about too. Why would autistic people be paid less than others? Why are learning difficulties, learning disabilities, processing disorders, and special needs still falling behind in terms of work-based acceptance? It is always key to look at where there are gaps in our awareness and acceptance as a society and community so that we may begin the vital work of rooting them out.

Other Important Factors to Note

While we are working with these statistics and findings, there are some important factors to note. There are some considerations that can impact the results and even skew the findings (to a small degree). These are always worth examining to be as fair and accurate as possible. 

Firstly, some statistics on the disability pay gap can be affected by the fact that many disabled people may choose (or need to) work part-time hours due to their disability or condition. As such, their pay will be less than those who work full-time. As it is not necessarily a bad thing that disabled workers are offered part-time contracts as it may be exactly what they need and want, it can skew the figures slightly.

Secondly, some studies point towards a bigger disability pay gap between disabled and non-disabled men than for women. However, it is key to point out that men are paid higher than anyone in the first place, and this can affect the findings of potentially bigger gaps between men and disabled men. 

What Can We Do About It? 

Overall, there is clearly a difference in how disabled and non-disabled people are paid and this is doing a great disservice to the value of disabled workers. Such a disability pay gap is unfair and unethical. 

The first thing we should do is draw awareness to this problem. Talking about it, sharing the story, and engaging in open dialogue are all great places to start. If we ignore the problem or consider it “nothing to do with us” or “something we can do nothing about”, we will do nothing towards solving it. 

Disabled people deserve fair treatment and payment at work. That’s the bottom line. Some other things we can do to help include: 

• Voicing concern about any pay inequality when you see it. Whether you are disabled or not, when you see a disabled person being paid less at work or you think this is happening, it is key to speak up about it.

• Encourage discussion of pay at work, especially if you are an employer. It is no longer illegal to discuss pay or salary at work and an employee cannot be disciplined for it. When there is an open discussion of pay, it is harder for inequality to hide. 

• Only work for fair, disability-friendly employers. It is important to only give your time and business to employers who deserve it. If a company doesn’t offer equal pay or disability-friendly treatment, don’t work there. Encourage change by moving your feet in the right direction. 

Visit Careers with Disabilities for More Support

If you want to find a job in a positive, inclusive environment, you can find the right one with our disability-friendly job board on Careers with Disabilities. 

If you are an employer, you can find out more information about supporting disabled employees and connecting with a diverse talent pool on our site too.

Everyone can additionally find information on intersectionality and BME rights at work through our sister site, Aspiring to Include.

Let’s use all of our resources to make the world of employment a better place for everyone in it.