Think Work First: The Transition from Education to Work for Young Disabled People (Public Services Committee Report)

Lord Shinkwin Excerpts

Tuesday 4th November 2025 Grand Committee

[Lord Shinkwin (Con)]

My Lords, it is a pleasure to follow the noble Baroness, Lady Morris of Yardley, and I commend her and her committee members on producing such an important and well-considered report. I will pick up on the point that the noble Baroness ended on, which is the title of the report. For me, it implicitly recognises that, for too long, work has been the very last thing that policymakers and politicians have instinctively associated with disabled people. The preconception that disabled people cannot contribute or realise their potential at work and, on merit, reach the top of their professions goes to the heart of our professional psyche. Indeed, its roots go deep in our societal culture. It is a culture which spawned the term “invalid”, a term still experienced today, in practice, in so many aspects of their life by disabled people.

So I thank the committee not only for recognising the scale of the challenge and for proposing a joined-up package of solutions, but for the title of its report, Think Work First. It is not just absolutely appropriate; it is instructive of the scale of the change in mindset that is required. For that is exactly the change we must make, and quickly—not just as policymakers but, as the noble Baroness, Lady Morris of Yardley, implied, all of us.

I will give two figures. The UK’s £2.9 trillion national debt and the £100 billion that we spent in the last year servicing that debt surely underline the fact that we are all paying the consequences and the costs of the 30% disability pay gap highlighted in the report and the unsustainable disability benefits bill for those who are out of work. It is therefore in all our interests to think work first. I am glad that, as the noble Baroness said, in several respects the Government have indicated that they intend to do so and to think work first, whether on vocational profiling, supported internships, in-principle support in education, including through EHCPs, and mandatory reporting of the disability pay gap, the efficacy of which, I argue, depends on disability employment reporting as well—this is a theme to which I will return. The fact that the Government are engaging with some of the committee report’s recommendations is surely a fitting tribute to its deliberations and its 36 common-sense recommendations.

I shall highlight the recommendations that I particularly welcome as a disabled Member of the House. These include increasing the number of supported internships; developing a transition information hub, co-produced with disabled people, as in Scotland; improving the support that young disabled people receive in the education system; the collection and publication of data on the number of careers advisers, especially those who have received specialist training relating to pupils with SEN; increasing work experience opportunities, including through supporting and incentivising local bodies, such as chambers of commerce, which I think is an excellent idea; improving the quality of accessibility information provided to students by universities; ensuring that work coaches and disability employment advisers fully understand the specific barriers that young disabled people face, including in the commissioning and use of assistive technologies; crucially, coming back to the committee and updating it on government action to reduce the access to work application backlog and delays; and the introduction of a four-week deadline by when employers must respond to an employee’s request for reasonable adjustments.

I could go on but I shall just highlight one other recommendation, which is making the Disability Confident scheme fit for purpose and credible by introducing rigour and transparency, so that employers are no longer marking their own homework and are instead subject to external, independent audit of the evidence as to whether they are hitting the thresholds for the percentage of their workforce that is disabled.

There is one other recommendation that I particularly highlight because, as a disabled person, I believe that it is crucial to the transition, indeed to the transformation, that we must all make to our cultural attitudes if we are truly to benefit, as a society, from extending equality of opportunity to disabled people and enabling them to realise, on merit, their potential at work. The recommendation that I am referring to is that the Government should ensure disability pay gap reporting, to which I would add disability employment reporting—that is, the percentage of an employer’s workforce that is disabled—being made mandatory for employers with 250 employees or more and for all Disability Confident leaders.

Page 43 of the report refers to the Disability Employment Charter, the brainchild of Professor Kim Hoque, who gave evidence to the committee and with whom I have been privileged to work for a number of years. Disability employment and pay gap reporting is the number one demand of the charter, which in practice has already been adopted, as the report comments, by employers such as EY, Capita and Clifford Chance. Mandatory reporting has also been supported as a recommendation by two commissions that I have chaired: first, the Centre for Social Justice’s Disability Commission, in its “Now Is The Time” report of March 2021; and, secondly, in the report produced in October 2022 by the Institute of Directors’ commission, “The Future of Business: Harnessing Diverse Talent for Success”. I pay tribute to Jon Geldart, the IoD’s director general, for his continuing commitment, and to Alexandra Hall-Chen, its principal policy adviser for employment, skills and sustainability, for building earlier this year on the commission’s work through the publication, in partnership with Disability@Work, of “Progress through Transparency: the Case for Mandatory Disability Employment and Pay Gap Reporting”.

As Professor Hoque made clear in his submission to the committee, mandatory pay gap reporting would be relatively straightforward if introduced in tandem with disability employment reporting. Establishing which employees are disabled will depend on the creation of a supportive work environment, using the Labour Force Survey definition of disability, so that disabled employees feel confident that they will not be penalised for their disability and that the data that they provide on their disability status will be treated as confidential. This is surely to the mutual benefit of any decent employer, keen to get the best from its workforce. Professor Hoque has also proposed a hybrid metric that accounts for both the employer’s disability employment levels and its disability pay gap in a way that does not unfairly represent those employers that, to their credit, are taking positive steps to hire more disabled people. I would be grateful if the Minister could update us on when we might expect the Government to respond to the consultation on mandatory reporting in line with the Labour Party manifesto and the Government’s King’s Speech commitments.

I finish on a rather despondent note, but one which underlines the urgency of moving ahead on the report’s recommendations. The CBI submitted what, to my mind, was a deeply discriminatory response to the consultation that I have just mentioned. I have told it so and I have asked that the response be withdrawn. It is completely unacceptable for an organisation like the CBI, or indeed any member organisation with a vested interest in the status quo, to perpetuate prejudice. I ask the Minister to confirm that the Government will treat responses that are based on outdated and costly attitudes, whereby disabled people are only ever regarded as a burden, with the contempt that they deserve.

In conclusion, the truth is that prejudice against disabled people is rife in Britain in 2025. In fact, I have never known it to be worse. The extent to which we have gone backwards since the demise of the Disability Rights Commission is disturbing, soul-destroying and, above all, disorienting. I never thought that we could be back in this place. That is why this report and its recommendations are so important. I urge the Government to show that they are responding to those recommendations with the urgency that they deserve.