Helping disabled people access work

The disability employment gap (DEG) is the difference in employment rates between disabled and non-disabled people of working age.

The DEG highlights disability-related inequalities in the labour market. It exists due to structural, systematic and economic challenges in Scotland.

The disability employment gap in Scotland

The Scottish Government’s ambition is to halve the DEG by 2038 – based on the 2016 baseline gap of 37.4 p.p. (percentage points). As of 2025, the Scottish Government is on track to achieve this ambition.

The ONS Annual Population Survey shows the DEG to be 31.5 p.p. in 2024. From 2023 to 2024, the employment rate for disabled people decreased from 52.7% to 51.4%, while the rate for non-disabled people stayed the same (83%).

While progress has been made towards the 18.7 p.p. target, it remains slow due to barriers in the workplace. Addressing accessibility, stigma and inclusive recruitment practices are vital to close the gap.

Your responsibilities as an employer

Employers are critical in helping reduce the barriers faced by disabled people in or looking for work. You can address the DEG in your organisation by adopting fairer working practices.

Educate recruitment workers

Unconscious bias training: unconscious bias is when we make decisions based on assumptions or personal beliefs that get in the way of objective evidence. Provide training for managers and recruiters on disability myths, stereotypes and inclusive communication methods.
Disability awareness: teach staff about invisible disabilities, neurodiversity and mental health.

Create an accessible workplace

Audit physical spaces: this could be by installing ramps, providing adjustable workstations, having designated quiet rooms and sensory-friendly lighting.
Digital accessibility: use software that works with screen readers and voice commands. For remote working, provide home office equipment – for example, ergonomic chairs.
Flexible working policies: it’s a legal requirement for employers to offer flexible working arrangements.

Find out more about flexible working.

Promote disability inclusion publicly

Showcase role models: highlight the achievements of disabled workers across your organisation.
Share your accessibility policies: promote your commitment to disability inclusion on your website or social media.
Partner with disability schemes: sign up for schemes such as Disability Confident or the Business Disability Forum.

Find out more about the Disability Confident employer scheme on GOV.UK.

Review and improve continuously

Collect feedback: regularly survey your disabled workers about barriers they’re facing at work, either in-person or remotely.
Track progress: measure disability recruitment rates, retention and progression, and adjust your organisation’s strategies as needed.

How improving access to work could benefit your organisation

Addressing the disability employment gap can bring many benefits to your organisation and society, including:

access to a larger talent pool – disabled people represent 15% of the population globally – ignoring this group limits recruitment options
improved employee morale and retention – companies that accommodate disabled people see higher retention rates and job satisfaction
stronger reputation and customer loyalty – consumers favour businesses that accommodate disabled workers – employing disabled workers can help your organisation understand this market better
legal and ethical compliance – avoiding discrimination is in line with the UK’s Equality Act 2010
enhanced diversity and innovation – disabled employees often bring unique problem-solving approaches and creativity – diversity in the workforce promotes collaboration, leading to better decision-making
social responsibility – employing disabled people aligns with global goals such as the UN Sustainable Development goals and corporate Environmental, Social and Governance (ESG) commitments