Why are employment rates for people with learning disabilities lower?
People with learning disabilities can, and often do, work in a wide range of roles across sectors. Like anyone else, they bring individual strengths, talents, experiences and ambitions. But there is an undeniable gap when it comes to employment rates and retention.
According to the Department of Health and Social Care, only 6% of adults with a learning disability known to their local authority in England are in paid work. A survey conducted by learning disability charity Mencap found that 86% of adults with a learning disability want a paid job.
Low employment rates do not mean that people with learning disabilities are unable to work. Instead, they highlight a lack of opportunity and the barriers which are faced when trying to access paid employment.
Why does representation matter?
One of the biggest barriers for people with learning disabilities is visibility.
If we rarely see people with a learning disability in professional environments or as public-facing staff, then it becomes easier for stereotypes to persist. In a survey conducted by Hilton, three quarters (74%) of people with a learning disability would feel more confident applying for roles if they saw more people with similar disabilities in the workforce.
Representation matters because it models what can be achieved, and silences misconceptions about what is deemed as “not normal”.
Myths vs Facts: What are the common misconceptions about learning disabilities?
The misconceptions and assumptions made about learning disabilities are often so embedded into everyday thinking or norms that we may not even realise we’re making them. They can show up in small ways, from how roles are advertised to who is considered a “good fit” for the team. If unaddressed, these myths can influence hiring decisions, shape workplace culture, and prevent people from being seen and appreciated for what they can contribute. Tackling this starts with understanding and questioning some of the most common assumptions:
“Employing someone with a learning disability is complicated or costly.”
Some employers worry that hiring someone with a learning disability will require significant adjustments or ongoing costs. In actuality, most workplace adjustments are simple, low-cost (or free) and will also benefit the rest of your workforce. Small changes like clearer instructions, structured routines or flexible communication methods can make a big difference and improve clarity and productivity across the board.
“People with learning disabilities can only do certain types of jobs.”
There is no single career path for people with learning disabilities. Like anyone else, individuals have different interests, talents and career goals, so limiting expectations to a narrow set of roles overlooks diversity.
It’s also important to recognise that people typically apply for roles which they feel able to do. If a job description genuinely isn’t suitable for someone, they are unlikely to put themselves forward for it in the first place. With the right support, people with learning disabilities can thrive in a wide range of roles and positions.
“They won’t fit into the workplace.”
Inclusive workplaces tend to experience strong team cohesion, improved morale, and a more positive culture overall. People with learning disabilities bring qualities that any employer would value such as unique perspectives, problem-solving approaches and often high-levels of commitment and reliability.
Concerns about “fit” are often rooted in stereotypes rather than reality. If there is judgement or discomfort from other colleagues, it says more about the workplace culture and attitudes of others than it does about individuals with learning disabilities. Creating an inclusive, psychologically safe environment means challenging these attitudes and ensuring everyone is respected, supported and able to contribute.
What could employers gain by hiring somebody with a learning disability?
Employers who prioritise inclusive hiring practices open their doors to diverse perspectives and talent, helping them to become more innovative, adaptable, and reflective of real communities. Organisations which champion this approach can also enhance their reputation by demonstrating clear alignment with social responsibility.
Ultimately, creating opportunities for people with learning disabilities is a decision which can add real value to an organisation, both in terms of social impact but also business performance.
What steps can organisations take?
The first step relies on that step towards taking meaningful steps to becoming more supportive and inclusive by rethinking how roles are designed, promoted, and supported from the beginning. This could include advertising opportunities in accessible and community-based ways, such as working with local organisations and networks, rather than relying on traditional recruitment platforms. Making job descriptions clearer and strengths-focused, offering flexible interview approaches and providing information in an easy-read format can also help by removing unnecessary barriers.
Once in post, ongoing support is just as important, from reasonable workplace adjustments and structured onboarding to supportive line management or peer mentoring initiatives. By taking a person-centred approach, employers can create fairer individualised pathways into work and ensure that people with learning disabilities feel welcomed, valued and able to succeed.
Turning commitment into action
Closing the learning disability employment gap requires action, collaboration and a shared commitment to doing things differently. By creative inclusive opportunities, employers can play a vital role in building workplaces where everyone is supported to reach their full potential.
At Rightsteps, we’re proud to be a part of Turning Point, the leading social enterprise which has been supporting individuals with learning disabilities for over 60 years. Together, we work alongside organisations, communities and people with lived experience to create pathways into employment, challenge barriers and open doors. If you would like to find out more about our work with professionals, click here.