Tackling employment barriers for young people with disabilities

Look at the bottom corner - the guy's in a wheelchair. But it isn't yelling: ‘Hey, look, this person is disabled!’ He's doing a job that needs done and getting on with his life. No fanfares, no fuss.

How brilliant: a world where disability isn't remarked on or even particularly noticed. It's just part of someone, like blue eyes or brown hair. It doesn't define them. And it definitely doesn't stop them progressing as far as their skills and abilities can take them.

Sadly, that seems out of reach for most of the talented, committed, determined young people I come across.

Grit? They have it in spades. Keen to succeed? Absolutely. Problem solving? They've been doing it since the day they were born. But finding paid employment? It's a nut that's incredibly hard to crack.

While the employment rate in the general population is around 83%, it drops to 50% if you have a disability. It's still lower for autistic people – just 29% – while only 7% of people with a learning disability are in work.

At the same time, the UK has a labour shortage across many sectors and at many levels.

Earlier this year I spoke about this to the Economy and Fair Work Committee in the Scottish Parliament. What are the barriers to young disabled people finding work? And how can we make a difference?

I spend a lot of time working to shift the dial and making sure young people with additional needs get the right support to plan for the future and follow their dreams. Nothing frustrates me more than seeing them denied the chance to enjoy financial independence and social wellbeing – and knowing it could be so different.

Of course, we have to be wary of oversimplification. But it's hard to understand why more employers aren't tapping into this willing, and in some cases highly qualified, potential workforce.

As the parent of a young autistic adult, my interest is personal as well as professional. I know the transformation small changes can make. My Churchill Fellowship in 2015 was all about exploring how to support neurodiverse young people to gain the skills they need.

Support in the workplace needn't be difficult or costly. Allowing someone to wear noise cancelling headphones so they can concentrate won't break the bank. A later start time, to avoid crowded transport, can make all the difference. Letting someone know it's OK to move around if they find sitting or standing uncomfortable is simply common sense.

And recruitment: job ads rarely reflect the actual role. Asking for an impossible skillset doesn't guarantee you'll attract or retain the best applicants, but it may deter strong candidates who aren't used to describing themselves in those terms.

Interviews are a chance for applicants to showcase their skills, but unless they can have extra time to prepare, a neurodivergent interviewee will be at a disadvantage. All it takes to create a truly level playing field is to give all interviewees advance notice of the questions they'll be asked. How easy is that?

I have three tips to end with. First, never assume something is impossible without checking it out. Don't focus on what you think the problem is – talk to the person and find out what they actually need to do the job.

Second, bear in mind these young people will have grown up with a relentless focus on what they find difficult. They emerge into the adult world steeped in awareness of what they can't do, not what they can. You can be someone who helps redress the balance.

Finally, remember ‘reasonable adjustments’, such as flexible working or allowing comfortable clothing, are often just good practice.

This isn't about doing people a favour. It's a sound business decision.

Tracey Francis works for ARC Scotland, where she has been involved in developing Compass – a pioneering digital tool to support smoother transitions to adult life.