Background
In 2015/16, only one-in-ten (9.9%) apprentice starters had a declared disability. Although the proportion has slightly increased each year from a low of 7.7% in 2011/12, it is still half of the total proportion of people with disabilities - almost one-in-five (19.5%) aged 16 to 64 in England.
Employers have a legal duty under the Equality Act (2010) to not discriminate against individuals with disabilities, and to provide reasonable adjustments for them in the workplace. However, an inclusive approach also makes good business sense; many employees with disabilities are highly successful in their careers and are enormous assets to their employers. It can also increase accessibility to other staff and customers and improve staff productivity, retention and absence rates.
This section presents case studies of organisations with good practice in supporting the employment of apprentices with disabilities. This includes early assessment of learning difficulties and/or disabilities, tailored support in the workplace, accessible recruitment processes, outreach and consultation with partner organisations, mentorship and induction programmes.
Also included is a description of different types of disability with examples of useful support for individuals with each type. Although some employers may be concerned at the cost of supporting individuals with disabilities, employers consulted for the toolkit found that these were generally negligible or could be covered by the government’s Access to Work scheme. They also believed that any costs were offset in return for employing outstanding candidates.
Further sources of information, support and guidance for employing individuals with disabilities include: Work Choice, Remploy, Mencap, The Knowledge Base, Scope, the Business Disability Forum and the Department for Work and Pension’s guide to employing disabled people and people with health conditions.
Click here to read the description of different types of disability.
