Challenging Pay Disparity for Disabled Workers

My colleague from Unite the Union, Phil Blundell, spoke in the debate on the Disability Pay Gap. The motion was moved by the National Education Union Below is his speech which opened by saying

"The time for passive concern has long passed; now is the time for decisive action!"

Phil Blundell

In 2024, the disability pay gap stood at an unforgivable 17%. That means that for every £1 earned by a non-disabled worker, their disabled colleague takes home just 83p. And this is not just a number—it’s a reflection of countless missed opportunities, of talent overlooked, and of dignity denied.

Disabled workers are twice as likely to face unemployment. Not because they lack the skills, the commitment, or the work ethic, but because workplaces too often fail to provide even the most basic adjustments.

It's not disability that holds people back; it's discrimination, it's inaccessibility, it's silence in the face of inequality.

And let’s talk about the elephant in the staff room: our disabled teachers - those shaping the next generation - are routinely denied fair pay progression. Their contributions are every bit as vital.

Their passion, every bit as potent. Yet they are being quietly side-lined, and we cannot pretend we don’t see it.

The Buckland Review brought to light what many have known for years: autistic workers face the worst disparities. Their strengths - precision, innovation, loyalty - are all too often discounted because traditional employment models refuse to adapt.

Conference, equity is not a luxury. It is not a favour to be bestowed or a cost to be begrudged. It is a right.

We need bold commitments:

Employers must publish and be held accountable for their disability pay gap figures. Transparency drives change.

Unions must champion inclusive workplace policies, ensuring flexible hours, remote work options, and equitable pathways to promotion.

Policymakers must embed accessibility into the DNA of legislation, not as an afterthought, but as a starting point.

I’ve spoken to disabled workers who feel invisible.

Those who are told to be “grateful” for employment instead of being celebrated for the excellence they bring.

Let me be clear: gratitude is not a substitute for fairness.

This motion is our opportunity to say: enough!

• Enough of the two-tier workforce.

• Enough of the pay gaps masked by excuses.

• Enough of the hollow pledges that go unfulfilled.

Let’s pass this motion not just with applause, but with resolve!

Let our voice today become policy tomorrow. Because every worker deserves respect.

Every worker deserves fairness. And every worker deserves to be paid what they’re worth. Please support the motion.

Let me underline a number of the points that Phil made in his speech. He mentions the The Buckland Review of Autism Employment and in the introduction to his report Sir Robert Buckland said:

"At the moment only 3 in 10 autistic people of working age are in employment. This means that 7 in 10 of them are unable to access the independence and fulfilment that employment can bring. It also means that employers, and the wider economy, are missing out on the skills and energy that autistic people could be contributing, to the detriment of us all."

In the Executive summary he points out that

• the latest official statistics show that only around 3 in 10 working age autistic disabled people are in employment, compared with around 5 in 10 for all disabled people and 8 in 10 for non-disabled people.

  
  

• autistic people face the largest pay gap of all disability groups, receiving a third less than non-disabled people on average. Autistic graduates are twice as likely to be unemployed after 15 months as non-disabled graduates, with only 36% finding full time work in this period. Autistic graduates are most likely to be overqualified for the job they have, most likely to be on zero-hours contracts, and least likely to be in a permanent role.

The debate at the TUC Disabled Workers Conference also emphasized the fact disabled workers should not be expected to accept being out of work for long periods or to take on precarious work, or work for which they are overqualified, with inadequate pay because of lack of choice any more than any other worker should accept these conditions.

The motion was calling on the TUC to work with the government to:

1. create work opportunities for Disabled people with adjustments, flexible working arrangements and equal pay;

2. ensure that the Access to Work scheme is well funded and effective;

3. guarantee Disabled teacher’s pay matches their experience, and conditions to enable retention in the profession.

Let me conclude this article with Phil's opening remark, which was a timely call for action:

"The time for passive concern has long passed; now is the time for decisive action!"

Resources

The Buckland Review of Autism Employment: report and recommendations