A few weeks ago, I had the honour of speaking at the House of Lords for the launch of the Progress Through Transparency report, a landmark publication from the Institute of Directors and Disability@Work. Invited by Lord Shinkwin, and sharing the stage with the Rt Hon Sir Stephen Timms MP, Rt Hon Deidre Costigan MP, Professor Kim Hoque, and other passionate advocates, I was reminded of the importance of transparency to drive real, systemic change.
The report makes a compelling case for mandatory disability employment and pay gap reporting. A move that, if implemented, could be as transformative for disabled people as gender pay gap reporting has been for women in the workplace. It’s a call to action that’s long overdue and has great parliamentarian and peer support.
Addressing the problem of pay and employment
As someone who has spent years advocating for more inclusive, human-centred workplaces, I’ve seen how data can be a catalyst for change. When we shine a light on inequality, we create the conditions for accountability. We give organisations the insight they need to change, and the imperative to act.
The employment rate for disabled people in the UK still hovers at around 50%. That’s not just a statistic, it’s a reflection of the barriers, biases, and broken systems that persist in our workplaces. The Progress Through Transparency report doesn’t just highlight the problem; it offers a roadmap for change. By mandating both employment and pay gap reporting, we can begin to understand the full picture – not just how disabled people are paid, but whether they’re being hired at all.
A case for fairness
What struck me most during the launch event was the shared sense of urgency. This isn’t about ticking boxes or meeting quotas. It’s about fairness. It’s about recognising that disabled people deserve the same opportunities, the same respect, and the same chances to thrive as anyone else.
Of course, transparency alone isn’t a silver bullet. As the report rightly notes, there are risks, such as employers avoiding reasonable adjustments to manipulate their data. But these challenges aren’t reasons to delay; they’re reasons to get the implementation right. Clear guidance, thoughtful policy design, and a commitment to continuous improvement will be key.
A note on gender pay gap reporting
Although gender pay gap reporting has not had the direct impact on women’s pay that many may have expected, it has nevertheless made a positive difference. Notably a surge in research, a spotlight on flexible working, and a growing awareness of the gender retirement gap. It’s helped us understand the systemic issues holding women back, and it has (I believe) at least started to shift the dial. I think disability reporting can do the same.
Advancing beyond a slogan
At the House of Lords, I spoke about the importance of seeing people, not just numbers. Behind every data point is a person with hopes, talents, and potential. Transparency gives us the tools to build workplaces where that potential can be realised.
This report is more than a policy proposal. It’s a statement of intent. A declaration that we will no longer accept invisibility. That we will no longer allow disability to be a hidden disadvantage in the workplace.
To everyone who contributed to this report, and to those who continue to fight for equity and inclusion – thank you. Let’s keep pushing. Let’s keep listening. And let’s make sure that progress through transparency becomes a reality and not just a slogan.
