Taking on someone with a learning disability can really work

Our in-depth interviews and surveys with 28 employers revealed five key themes holding employers back: lack of knowledge leading to prejudice, lack of prioritisation, lack of intention and knowledge about how to recruit, not knowing where to start, and a perceived cost barrier.

Employers in our research struggled to define a learning disability, and those who could often held prejudiced views about the type of work people with learning disabilities can do. Some employers were concerned about others holding prejudiced views, such as customers or partners. There were also cost concerns raised, with a lack of knowledge about government financial support such as Access to Work.

Learning disabilities are poorly understood not just by employers, but by the public too: a 2021 survey by Mencap found that two-thirds of respondents could not correctly identify a learning disability as a reduced intellectual capability; 40% of people confused learning disability with dyslexia (a learning difficulty), and 28% believed a learning disability was a mental health issue.

It is therefore hardly surprising that learning disabilities are rarely prioritised in equality, diversity and inclusion or recruitment policies by employers. This is partly driven by a lack of knowledge about how to recruit people with learning disabilities. The employers in our sample had a desire to recruit but did not know how to reach jobseekers with learning disabilities, and they did not know how to make recruitment processes accessible.

People with learning disabilities have some of the lowest employment rates in the population, estimated at just 4-7%. For comparison, the employment rate for people with all forms of disability in Scotland is 50.7%. And with the non-disabled employment rate currently at 83%, we still have a disability employment gap of 30.3%.

The Scottish Government has set a target to halve the disability employment gap to 18.7% by 2038. While some progress has been made, much of it has been due to increased reporting of disabilities from those already in work. At some point, when we reach a time where most people with disabilities are reporting their condition(s) in survey data, this progress will likely stop. As the Economy and Fair Work Committee found in their latest disability employment gap inquiry , a measurable action plan is required if we want to reach the 2038 target.

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Employing people with learning disabilities is already being done well by a small group of employers. We have seen examples of good practice when hiring people with learning disabilities from numerous employers, and we have heard from employers that people with learning disabilities make great employees when given the right support.

A key example of success in this area is DFN Project Search, a one-year transition to work programme for young adults with a learning disability or autism. The employment and retention rates for programme graduates are consistently high, and significantly higher than other similar transition to work programmes. For 2022/23 leavers in Scotland, 75% found paid employment after the programme, with 65% finding full-time, non-seasonal jobs in an integrated workplace and paid at the prevailing wage. Their success is in part due to tailored, long-term support for employers and participants of the programme.

However, replicating success on a bigger scale is a challenge. DFN Project Search is just one organisation – it cannot meet the needs of all jobseekers with learning disabilities across the country. The programme is ideal for large employers, but small employers – the majority of Scotland’s employers – struggle to access such programmes such. The programme is also usually limited to those aged 16-29.

Wider problems still exist too – when parents and carers of children with learning disabilities are told their child will not work or will struggle in education, this often becomes a self-fulfilling prophecy. If a young person with a learning disability does get the opportunity to work or study further, the transition is then more difficult for both the young person and their parents and carers.

As we have said in the past, data is particularly poor for people with learning disabilities in Scotland. This makes it difficult to track progress on outcomes, meaning we don’t always know if any policies, once implemented, are working.

Many advocates and people with lived experience were disappointed to hear that the Learning Disabilities, Autism and Neurodivergence Bill would not come into force during the current parliamentary session. The bill is being designed to uphold the rights of people with learning disabilities across many dimensions, including work. The consultation had a large number of responses, which shows that there is a strong desire for better protections for people with learning disabilities, autism and neurodivergence.

The labour market is a critical arena that shapes the economic and social well-being of any society. For individuals with learning disabilities, accessing meaningful employment opportunities can be both a challenge, and a significant milestone towards achieving inclusion and leading a fulfilling life.

The benefits don’t stop there: employers have access to a larger pool of diverse employees who can enrich their businesses, and society benefits from people with learning disabilities being increasingly visible. With the right support and a commitment to inclusion, we can create a future where people with learning disabilities are fully included in the workforce, enriching both their lives and our economy.

Chirsty McFadyen is an associate economist for the Fraser of Allander Institute.