PARLIAMENTARY DEBATE
Blind and Partially Sighted People: Employment Support - 20 November 2024 (Commons/Westminster Hall)
Debate Detail
Contributions from Marsha De Cordova, are highlighted with a yellow border.
09:30:05
Marsha De Cordova
Battersea
I beg to move,
That this House has considered employment support for blind and partially sighted people.
It is an absolute pleasure to serve under your chairmanship, Dr Huq. I am really pleased to have secured this debate on what I and others—judging by the number of Members here today—believe is an incredibly important issue. I thank the many organisations that provided briefings ahead of the debate.
In October, the all-party parliamentary group on eye health and visual impairment, which I chair, published its “Changing Attitudes, Changing Lives” report, which looked at employer attitudes towards blind and partially sighted people. I thank the secretariat—the Royal National Institute of Blind People and the Thomas Pocklington Trust—all those who responded to the written consultation, and especially those who shared their experiences at the oral evidence sessions, which I will discuss shortly.
We wanted to know why the number of blind and partially sighted people in employment is still stubbornly low at a time when there are about 900,000 job vacancies, despite the Equality Act 2010, a wealth of diversity and inclusion policies, and more than a decade of welfare-to-work programmes from various Governments. In November 2023, the APPG commissioned YouGov to carry out polling to look at employer attitudes. The findings were shocking, and prompted the APPG to launch its inquiry to look at the issue in more detail. To my knowledge, it is the first parliamentary inquiry to look solely at employer attitudes. We held a series of oral evidence sessions, put out a call for written evidence and held a number of one-to-one meetings with employers, including Apple and Channel 4. We heard from a range of employers, sight loss organisations and, most importantly, blind and partially sighted people themselves.
We found that 48% of employers said that they did not have accessible recruitment processes, so for many the online job application was not accessible, and in many cases it was not compatible with assistive technology. That obviously prevented many people living with sight loss from applying for those jobs in the first place. Some employers were not willing to make reasonable adjustments where possible, for example for psychometric testing, which is part of the recruitment process for many grad schemes, so many of those platforms were also inaccessible. Most worryingly, about a quarter of employers said that they would not be willing to make workplace adjustments or adaptations in order to employ blind and partially sighted people. The problem stems partly from a lack of awareness of where to access support or funding, or just advice and information, but there is also a pattern of outdated attitudes towards visually impaired people.
During the oral evidence sessions, we heard powerful testimony from many blind and partially sighted people. Many expressed a deep sense of frustration and anger at the job market because employers do not understand the importance of ensuring that their recruitment and interview processes are inclusive. Websites were not accessible, and application forms were not provided in alternative formats. Many respondents had to face the dilemma of whether to disclose their disability, or even ask for reasonable adjustments during the interview process.
I know that from my own experience. I have always been in the camp that chooses to declare their visual impairment at the start, but not everybody has the confidence to do that, based on their experiences. Others referred to the time it took to complete applications and said that their request for a reasonable adjustment of extra time had not been granted. One respondent reported that an interviewer seemed more focused on their blindness than their qualifications; they said that it felt as though the assessment of their ability to do the job was treated as a secondary factor, rather than the primary objective.
Although I am speaking a lot about the recruitment process—applications and interviews—many respondents shared their frustrations about being in work and acquiring their sight loss, or being in work and wanting additional aids or adaptations. I hope hon. Members do not mind my speaking from my own lived experience. Throughout my working life—I will not show my age by saying how long that has been—I have known the challenges that many have faced. I have been a Member of Parliament for seven and a half years, and to this day I still face challenges with technology, which cause a lot of stress and worry. There are days when I am not able to do my work as an MP because my IT kit is not working. Recently, I had to go further and lodge a formal complaint. I hope that by doing that I will finally be able to get all the kit I need to do my job and represent my constituents, just as my colleagues can.
Why do we need action and change? The employment rate for people living with sight loss is 42%, compared with 82% for non-disabled people. The disability pay gap is around 17%, which equates to us working unpaid for 54 days a year. The disability employment gap has remained at around 29% to 30% for more than a decade. I think that is hugely disrespectful. Actually, it is a disgrace. Employers are missing out on a wealth of talent. One of the respondents at our oral evidence session, who is quite senior in their workplace, said that they found that their visual impairment became less of a barrier the more senior they became. That is absolutely the right thing, but it should start at the entry level of any job.
We know that not getting the right support has a negative impact on health and wellbeing. There is clear evidence that good work improves health outcomes across people’s lives and protects them against social exclusion. Employment can bring not just better incomes but financial stability, security and a greater sense of purpose, which in turn can lead to healthier diets, increased exercise, higher living standards and, most importantly, better mental health outcomes.
Our report contains some excellent examples of best practice, and I will share a few. Roger told us that in his corporate workplace, screen-reader software and ergonomic equipment enabled him to perform his tasks efficiently, and that having a supportive team who understood his needs made him feel valued and included in his workplace. Another person told us that about a member of an interview panel who guided a visually impaired person through the process, taking them to the interview room and explaining its layout; then, as they sat down, the panel described themselves and gave information about who they were. Those are examples of small adjustments that can be made. They are not complicated or costly. As one respondent put it,
“It’s not just about providing the tools; it’s about creating a supportive environment where blind and partially sighted employees can thrive.”
Our “Changing Attitudes, Changing Lives” report makes a series of recommendations that aim to fix what we believe is a broken system. The key element is the need for a disability employment strategy that sets out measures to improve employer attitudes and increase the number of blind and partially sighted people finding and retaining work. Does my right hon. Friend the Minister agree that we need a clear strategy, and that this must be a watershed moment in how we improve employment opportunities and support?
Another recommendation is for the Government to partner with sight loss organisations to develop best practice on recruiting blind and partially sighted people and supporting them to enter work, as well as on supporting them in work. I hope that the Minister will agree to look at how he can do that. Other recommendations include reviewing the Equality Act to ensure that it is fit for the 21st century and our modern labour market. This is not just about the Government taking action; it is about employers taking action. We want them to take practical steps to ensure that their workplaces are inclusive, including by preparing documents and information in accessible formats. Naturally, we need to address the issues in the Government’s Access to Work scheme, including the delays and backlogs. When Access to Work is working efficiently, it is probably the best form of employment support.
I hope that the Minister will look carefully at the recommendations in the report, which I know he has had sight of. I welcome the fresh approach from the Government, who are taking a serious look at this issue, and thank the Minister for agreeing to meet me later today—it is interesting that the debate came on the same day. I also thank my hon. Friend the Minister for Employment, who gave a speech at the report launch. She said that it was an opportunity for “big change”, which was
“needed so that all blind and partially sighted people can play their full role in society”.
She kindly said that the report would be considered as an early submission to the upcoming employment White Paper, so I look forward to seeing what the White Paper includes in relation to a disability employment strategy.
Does the Minister agree that this issue is not just about the Department for Work and Pensions? We need a cross-Government approach that incorporates the Department for Business and Trade, the equalities office and others to ensure that we have a strategy that helps to shift employer attitudes. Will he commit to working with the Department for Business and Trade to ensure that we take an approach that truly supports employers to snap up all the amazing talent that is waiting for them and that they are currently missing out on?
The report recommends looking at practical steps to ensure that workplaces are inclusive. However, there is already brilliant guidance and best practice available, so in many cases this is not about reinventing the wheel, but about working collaboratively with other organisations. At the moment, we subscribe to accessibility standards for online spaces. I am keen to know whether the Government will look at legislating to ensure that all websites meet an accessibility standard requirement.
Finally—I raised this issue previously—will the Government look again at the Sense charity’s recommendation for a jobcentre technology fund? Such a fund would equip jobcentres with specialist assistive technology, such as screen-reading software, so that some disabled people are able to look for work in jobcentres. At the moment, no computers in jobcentres have specialist assistive technology. The recommendation seems like a nice, quick fix that could ensure that those spaces are inclusive for people who are looking for work.
I look forward to working with the Minister and his colleagues in implementing the recommendations and ensuring that Labour will deliver for all disabled people. At the end of the day, ensuring that recruitment practices are accessible and workplaces are supportive is not about charity; it is about doing what is right and just. It is also about helping employers and our economy to benefit from the skills and talent they are missing out on.
I will end by quoting an individual who appeared before the APPG. They said:
“The more blind and partially sighted people there are in the workforce, the more public assumptions and attitudes will be challenged. This will benefit blind and partially sighted people of all ages, and ultimately change…attitudes, which is the biggest barrier to thriving for all.”
That this House has considered employment support for blind and partially sighted people.
It is an absolute pleasure to serve under your chairmanship, Dr Huq. I am really pleased to have secured this debate on what I and others—judging by the number of Members here today—believe is an incredibly important issue. I thank the many organisations that provided briefings ahead of the debate.
In October, the all-party parliamentary group on eye health and visual impairment, which I chair, published its “Changing Attitudes, Changing Lives” report, which looked at employer attitudes towards blind and partially sighted people. I thank the secretariat—the Royal National Institute of Blind People and the Thomas Pocklington Trust—all those who responded to the written consultation, and especially those who shared their experiences at the oral evidence sessions, which I will discuss shortly.
We wanted to know why the number of blind and partially sighted people in employment is still stubbornly low at a time when there are about 900,000 job vacancies, despite the Equality Act 2010, a wealth of diversity and inclusion policies, and more than a decade of welfare-to-work programmes from various Governments. In November 2023, the APPG commissioned YouGov to carry out polling to look at employer attitudes. The findings were shocking, and prompted the APPG to launch its inquiry to look at the issue in more detail. To my knowledge, it is the first parliamentary inquiry to look solely at employer attitudes. We held a series of oral evidence sessions, put out a call for written evidence and held a number of one-to-one meetings with employers, including Apple and Channel 4. We heard from a range of employers, sight loss organisations and, most importantly, blind and partially sighted people themselves.
We found that 48% of employers said that they did not have accessible recruitment processes, so for many the online job application was not accessible, and in many cases it was not compatible with assistive technology. That obviously prevented many people living with sight loss from applying for those jobs in the first place. Some employers were not willing to make reasonable adjustments where possible, for example for psychometric testing, which is part of the recruitment process for many grad schemes, so many of those platforms were also inaccessible. Most worryingly, about a quarter of employers said that they would not be willing to make workplace adjustments or adaptations in order to employ blind and partially sighted people. The problem stems partly from a lack of awareness of where to access support or funding, or just advice and information, but there is also a pattern of outdated attitudes towards visually impaired people.
During the oral evidence sessions, we heard powerful testimony from many blind and partially sighted people. Many expressed a deep sense of frustration and anger at the job market because employers do not understand the importance of ensuring that their recruitment and interview processes are inclusive. Websites were not accessible, and application forms were not provided in alternative formats. Many respondents had to face the dilemma of whether to disclose their disability, or even ask for reasonable adjustments during the interview process.
I know that from my own experience. I have always been in the camp that chooses to declare their visual impairment at the start, but not everybody has the confidence to do that, based on their experiences. Others referred to the time it took to complete applications and said that their request for a reasonable adjustment of extra time had not been granted. One respondent reported that an interviewer seemed more focused on their blindness than their qualifications; they said that it felt as though the assessment of their ability to do the job was treated as a secondary factor, rather than the primary objective.
Although I am speaking a lot about the recruitment process—applications and interviews—many respondents shared their frustrations about being in work and acquiring their sight loss, or being in work and wanting additional aids or adaptations. I hope hon. Members do not mind my speaking from my own lived experience. Throughout my working life—I will not show my age by saying how long that has been—I have known the challenges that many have faced. I have been a Member of Parliament for seven and a half years, and to this day I still face challenges with technology, which cause a lot of stress and worry. There are days when I am not able to do my work as an MP because my IT kit is not working. Recently, I had to go further and lodge a formal complaint. I hope that by doing that I will finally be able to get all the kit I need to do my job and represent my constituents, just as my colleagues can.
Why do we need action and change? The employment rate for people living with sight loss is 42%, compared with 82% for non-disabled people. The disability pay gap is around 17%, which equates to us working unpaid for 54 days a year. The disability employment gap has remained at around 29% to 30% for more than a decade. I think that is hugely disrespectful. Actually, it is a disgrace. Employers are missing out on a wealth of talent. One of the respondents at our oral evidence session, who is quite senior in their workplace, said that they found that their visual impairment became less of a barrier the more senior they became. That is absolutely the right thing, but it should start at the entry level of any job.
We know that not getting the right support has a negative impact on health and wellbeing. There is clear evidence that good work improves health outcomes across people’s lives and protects them against social exclusion. Employment can bring not just better incomes but financial stability, security and a greater sense of purpose, which in turn can lead to healthier diets, increased exercise, higher living standards and, most importantly, better mental health outcomes.
Our report contains some excellent examples of best practice, and I will share a few. Roger told us that in his corporate workplace, screen-reader software and ergonomic equipment enabled him to perform his tasks efficiently, and that having a supportive team who understood his needs made him feel valued and included in his workplace. Another person told us that about a member of an interview panel who guided a visually impaired person through the process, taking them to the interview room and explaining its layout; then, as they sat down, the panel described themselves and gave information about who they were. Those are examples of small adjustments that can be made. They are not complicated or costly. As one respondent put it,
“It’s not just about providing the tools; it’s about creating a supportive environment where blind and partially sighted employees can thrive.”
Our “Changing Attitudes, Changing Lives” report makes a series of recommendations that aim to fix what we believe is a broken system. The key element is the need for a disability employment strategy that sets out measures to improve employer attitudes and increase the number of blind and partially sighted people finding and retaining work. Does my right hon. Friend the Minister agree that we need a clear strategy, and that this must be a watershed moment in how we improve employment opportunities and support?
Another recommendation is for the Government to partner with sight loss organisations to develop best practice on recruiting blind and partially sighted people and supporting them to enter work, as well as on supporting them in work. I hope that the Minister will agree to look at how he can do that. Other recommendations include reviewing the Equality Act to ensure that it is fit for the 21st century and our modern labour market. This is not just about the Government taking action; it is about employers taking action. We want them to take practical steps to ensure that their workplaces are inclusive, including by preparing documents and information in accessible formats. Naturally, we need to address the issues in the Government’s Access to Work scheme, including the delays and backlogs. When Access to Work is working efficiently, it is probably the best form of employment support.
I hope that the Minister will look carefully at the recommendations in the report, which I know he has had sight of. I welcome the fresh approach from the Government, who are taking a serious look at this issue, and thank the Minister for agreeing to meet me later today—it is interesting that the debate came on the same day. I also thank my hon. Friend the Minister for Employment, who gave a speech at the report launch. She said that it was an opportunity for “big change”, which was
“needed so that all blind and partially sighted people can play their full role in society”.
She kindly said that the report would be considered as an early submission to the upcoming employment White Paper, so I look forward to seeing what the White Paper includes in relation to a disability employment strategy.
Does the Minister agree that this issue is not just about the Department for Work and Pensions? We need a cross-Government approach that incorporates the Department for Business and Trade, the equalities office and others to ensure that we have a strategy that helps to shift employer attitudes. Will he commit to working with the Department for Business and Trade to ensure that we take an approach that truly supports employers to snap up all the amazing talent that is waiting for them and that they are currently missing out on?
The report recommends looking at practical steps to ensure that workplaces are inclusive. However, there is already brilliant guidance and best practice available, so in many cases this is not about reinventing the wheel, but about working collaboratively with other organisations. At the moment, we subscribe to accessibility standards for online spaces. I am keen to know whether the Government will look at legislating to ensure that all websites meet an accessibility standard requirement.
Finally—I raised this issue previously—will the Government look again at the Sense charity’s recommendation for a jobcentre technology fund? Such a fund would equip jobcentres with specialist assistive technology, such as screen-reading software, so that some disabled people are able to look for work in jobcentres. At the moment, no computers in jobcentres have specialist assistive technology. The recommendation seems like a nice, quick fix that could ensure that those spaces are inclusive for people who are looking for work.
I look forward to working with the Minister and his colleagues in implementing the recommendations and ensuring that Labour will deliver for all disabled people. At the end of the day, ensuring that recruitment practices are accessible and workplaces are supportive is not about charity; it is about doing what is right and just. It is also about helping employers and our economy to benefit from the skills and talent they are missing out on.
I will end by quoting an individual who appeared before the APPG. They said:
“The more blind and partially sighted people there are in the workforce, the more public assumptions and attitudes will be challenged. This will benefit blind and partially sighted people of all ages, and ultimately change…attitudes, which is the biggest barrier to thriving for all.”
09:45:22
in the Chair
Dr Rupa Huq
Order. I remind Members to bob if they wish to speak. Then we will work out the order of who is going when.
09:45:31
Jim Shannon
Strangford
It is a pleasure to serve under your chairship, Dr Huq; I always look forward to it. I commend the hon. Member for Battersea (Marsha De Cordova) for setting the scene so very well on a subject that is of great interest to all hon. Members present and to me personally. It is only fair to put on the record my thanks for her leadership of the APPG on eye health and visual impairment. In the time we have known each other, I have always supported her in these debates; she used to be on the Opposition side of the Chamber, but has now been elevated. We look forward to working strongly alongside her and others in the years ahead, if God spares us.
There are currently 57,500 people across Northern Ireland with sight loss, and the figure is expected to rise by over 25% by 2032. Today’s debate sets out the problem, but it also gives us an opportunity to think about what we can do to reduce that figure. Some 50% of sight loss is preventable, and it is that preventable 50% that I want to talk about.
The message must be clear that eye tests are as necessary as any other health check. I work very closely alongside the opticians in Newtownards in my constituency: they come to me regularly with their ideas, and I always convey those ideas to the Health Minister in Northern Ireland and to the Secretary of State or Minister at Westminster. I cannot remember the technical term for it, but the opticians in Newtownards have the most up-to-date machinery for checking people’s eyes—it is phenomenal.
My question to the Minister, if he does not mind my asking it at the very beginning, is what has been done to ensure more opticians’ tests, even for people who may think that they do not need one. I do not want to make them mandatory, because that would be wrong, but they should be made more accessible and available.
I will give two examples of the importance of opticians’ tests. A gentleman I know quite well once came to see me. I said that he did not look very well—he was very pale—and he said, “Jim, I have an absolutely splitting headache.” I said, “Have you been to the doctor?” He said, “I have, and the doctor gave me some headache tablets.” I said, “Where are you going now?” He said, “I’m going to the opticians.” I said, “You go to the optician and tell him about your headache.” The optician took that man’s details and sent him directly from Newtownards up to Ulster hospital in Dundonald. He had a tumour the size of an apple in his head. Immediate surgery saved that man’s life.
Another person I know quite well had been having headaches and blurred vision for some time. She would come to see me about benefits, and I would say, “Look, I think you should go and see your optician.” She did, and fortunately she had a tumour removed. It saved her sight and saved her life.
What more can we do? We—when I say “we”, I mean the Government—can prevent eye loss. If the Government can get people to make appointments early, I believe we can see great things happening for the 50% of sight loss that is preventable. Back in June, the Department of Health in Northern Ireland launched two new guides to support adults with sensory disabilities in Northern Ireland. As always, I will give some examples that I hope are helpful for the Minister to take on board.
The new resources, known as care pathways, map out the care and treatment that users can expect from professionals and support organisations to help them to manage their conditions. I welcome the excellent initiative to make a pathway to care and a future free from red tape and obstructions. My goodness! I know that there is red tape to get through—we understand that—but sometimes it becomes so burdensome that people just turn off.
The guides were released in tandem with the Royal National Institute of Blind People and other charitable groups. The support provided for blind and partially sighted people by those in the charitable sector is phenomenal. They should be thanked for stepping up and filling the breach, as they so often do.
I read recently on the RNIB’s website that it has a scheme called “SkillSET RNIB (2023)”, a Northern Ireland-based pre-employment initiative that offers opportunities for people who are seeking to gain employment for the first time or who are unable to continue in their current job because of sight loss. The hon. Member for Battersea has described the problems she experiences in coming to work and how technology lets her down; schemes such as these, in tandem with the Government Department back home and with the RNIB, can come up with ideas to address those issues directly and helpfully. They can enable people to find work and can encourage them in everyday life.
I am also aware that the Department for Work and Pensions has the Access to Work scheme, which is operated through the Department for Communities in Northern Ireland. Access to Work can contribute towards any supplementary employment costs that result from a disability. Sometimes we come and present cases, but there are things that Governments do, both back home at the Northern Ireland Assembly and here. I believe that the DWP’s Access to Work scheme is available for any paid job, part-time or full-time, permanent or temporary.
There are currently 57,500 people across Northern Ireland with sight loss, and the figure is expected to rise by over 25% by 2032. Today’s debate sets out the problem, but it also gives us an opportunity to think about what we can do to reduce that figure. Some 50% of sight loss is preventable, and it is that preventable 50% that I want to talk about.
The message must be clear that eye tests are as necessary as any other health check. I work very closely alongside the opticians in Newtownards in my constituency: they come to me regularly with their ideas, and I always convey those ideas to the Health Minister in Northern Ireland and to the Secretary of State or Minister at Westminster. I cannot remember the technical term for it, but the opticians in Newtownards have the most up-to-date machinery for checking people’s eyes—it is phenomenal.
My question to the Minister, if he does not mind my asking it at the very beginning, is what has been done to ensure more opticians’ tests, even for people who may think that they do not need one. I do not want to make them mandatory, because that would be wrong, but they should be made more accessible and available.
I will give two examples of the importance of opticians’ tests. A gentleman I know quite well once came to see me. I said that he did not look very well—he was very pale—and he said, “Jim, I have an absolutely splitting headache.” I said, “Have you been to the doctor?” He said, “I have, and the doctor gave me some headache tablets.” I said, “Where are you going now?” He said, “I’m going to the opticians.” I said, “You go to the optician and tell him about your headache.” The optician took that man’s details and sent him directly from Newtownards up to Ulster hospital in Dundonald. He had a tumour the size of an apple in his head. Immediate surgery saved that man’s life.
Another person I know quite well had been having headaches and blurred vision for some time. She would come to see me about benefits, and I would say, “Look, I think you should go and see your optician.” She did, and fortunately she had a tumour removed. It saved her sight and saved her life.
What more can we do? We—when I say “we”, I mean the Government—can prevent eye loss. If the Government can get people to make appointments early, I believe we can see great things happening for the 50% of sight loss that is preventable. Back in June, the Department of Health in Northern Ireland launched two new guides to support adults with sensory disabilities in Northern Ireland. As always, I will give some examples that I hope are helpful for the Minister to take on board.
The new resources, known as care pathways, map out the care and treatment that users can expect from professionals and support organisations to help them to manage their conditions. I welcome the excellent initiative to make a pathway to care and a future free from red tape and obstructions. My goodness! I know that there is red tape to get through—we understand that—but sometimes it becomes so burdensome that people just turn off.
The guides were released in tandem with the Royal National Institute of Blind People and other charitable groups. The support provided for blind and partially sighted people by those in the charitable sector is phenomenal. They should be thanked for stepping up and filling the breach, as they so often do.
I read recently on the RNIB’s website that it has a scheme called “SkillSET RNIB (2023)”, a Northern Ireland-based pre-employment initiative that offers opportunities for people who are seeking to gain employment for the first time or who are unable to continue in their current job because of sight loss. The hon. Member for Battersea has described the problems she experiences in coming to work and how technology lets her down; schemes such as these, in tandem with the Government Department back home and with the RNIB, can come up with ideas to address those issues directly and helpfully. They can enable people to find work and can encourage them in everyday life.
I am also aware that the Department for Work and Pensions has the Access to Work scheme, which is operated through the Department for Communities in Northern Ireland. Access to Work can contribute towards any supplementary employment costs that result from a disability. Sometimes we come and present cases, but there are things that Governments do, both back home at the Northern Ireland Assembly and here. I believe that the DWP’s Access to Work scheme is available for any paid job, part-time or full-time, permanent or temporary.
Mr Gregory Campbell
East Londonderry
My hon. Friend talks about what needs to be done on pathways to work. Does he agree that potential employers need to understand two things? First, they could be in breach of the law if they engage in activities that prevent partially sighted or blind people from getting employment. Secondly, they could be overlooking better-qualified candidates for employment. Either way, they will lose unless they take account of this very worthwhile debate and of the need to ensure that they comply.
Jim Shannon
As always, my hon. Friend adds important evidence that takes the debate forward, and I thank him for it. Hopefully the Minister is listening as well.
Richard Baker
Glenrothes and Mid Fife
The hon. Member has rightly mentioned the importance of Access to Work and how it can make a real difference in supporting disabled people, including blind and partially sighted people, to secure and retain employment. One of the challenges is ensuring that there is enough provision and that enough employers are aware of Access to Work. Does the hon. Member agree that it is important to ensure greater awareness of Access to Work and more opportunities for that support?
09:53:27
Jim Shannon
The hon. Gentleman is absolutely right. I know that the Minister is an assiduous Minister who is here to help, and that the staff and civil servants behind him are taking notes on all these matters, so hopefully when he winds up the debate he will satisfy our requests. I also welcome the shadow Minister, the hon. Member for East Wiltshire (Danny Kruger), to his place; I wish him well in the role and look forward to his contribution.
The Access to Work scheme has no minimum number of hours for eligibility for support, although people are generally expected to reach the lower earnings limit. Access to Work aims to help if someone needs support or adaptations beyond the reasonable adjustments; it helps pay towards them. What we have in place is excellent, but as the hon. Member for Glenrothes and Mid Fife (Richard Baker) says, people need to know what is available. The scheme is a great one, but the onus is firmly on the employers’ shoulders. That is where we are we are failing. There needs to be a pathway for our young people throughout schooling and into employment. We need to tell people who have not worked before, “It is not impossible. It can be done. It is within your reach to use your talents, intelligence and abilities and work as your peers do.”
Debates like this one raise awareness, which is wonderful, but we need to ensure that any person who has a diagnosis of sight loss understands that they are not alone or expected to sit at home. They are part of this community, and there is a space for them and a role for them to play. The charities seek to hammer home that message and they do absolutely marvellous work, but we all need to do more. My hope is that this new Government will achieve that. I have known the Minister for years and he has always shown sympathy and compassion, so I know that he will be able to respond in a positive fashion and help people to do better. We have that opportunity, and the Government have that opportunity. Let’s do it.
The Access to Work scheme has no minimum number of hours for eligibility for support, although people are generally expected to reach the lower earnings limit. Access to Work aims to help if someone needs support or adaptations beyond the reasonable adjustments; it helps pay towards them. What we have in place is excellent, but as the hon. Member for Glenrothes and Mid Fife (Richard Baker) says, people need to know what is available. The scheme is a great one, but the onus is firmly on the employers’ shoulders. That is where we are we are failing. There needs to be a pathway for our young people throughout schooling and into employment. We need to tell people who have not worked before, “It is not impossible. It can be done. It is within your reach to use your talents, intelligence and abilities and work as your peers do.”
Debates like this one raise awareness, which is wonderful, but we need to ensure that any person who has a diagnosis of sight loss understands that they are not alone or expected to sit at home. They are part of this community, and there is a space for them and a role for them to play. The charities seek to hammer home that message and they do absolutely marvellous work, but we all need to do more. My hope is that this new Government will achieve that. I have known the Minister for years and he has always shown sympathy and compassion, so I know that he will be able to respond in a positive fashion and help people to do better. We have that opportunity, and the Government have that opportunity. Let’s do it.
09:55:19
Richard Baker
Glenrothes and Mid Fife
It is a pleasure to serve under your chairship, Dr Huq. I congratulate my hon. Friend the Member for Battersea (Marsha De Cordova) not only on securing this debate on such an important topic, but on her skill and commitment in leading the all-party parliamentary group on eye health and visual impairment.
The APPG is such an important group for ensuring that the voices of blind and partially sighted people are heard in this Parliament. Having been for many years a member of the cross-party group on visual impairment in the Scottish Parliament, I am delighted to find that the APPG here is also an effective forum for advancing key policy areas for people with visual impairment. Changing employers’ attitudes and increasing employment opportunities for blind and partially sighted people is vital, for all the reasons that my hon. Friend set out in her excellent opening speech and that the hugely important “Changing Attitudes, Changing Lives” report highlights.
As an MP for a Scottish constituency, I am keenly aware that this is as important an issue for people with visual impairment in Scotland as it is in the rest of the UK. In his excellent speech, the hon. Member for Strangford (Jim Shannon) was quite right to point out that there is also important work for the devolved Administrations to do. Only one in four blind and partially sighted people in Scotland is in paid employment. Research by RNIB Scotland shows that there are about 9,000 registered blind and partially sighted people of working age in Scotland, of whom only about 2,000 are in work. As many as 78% are not employed, so for blind and partially sighted people in Scotland the disability employment gap is particularly acute.
My hon. Friend the Member for Battersea rightly highlighted the disability pay gap and the inequality that it creates in our society. There is a huge opportunity cost not only to people with visual impairment who want to work and cannot find work, but to our society as a whole. In my career before my election to this place, I was fortunate to work at the charity Sight Scotland. A number of our services employed blind and partially sighted people. They were valued members of our team, not only as experts by experience but because of their individual skills and their knowledge. They would be assets at any workplace where they were employed.
During my time at the charity, we conducted research into the social isolation that is experienced by too many people with visual impairment. Our research showed that 90% of our respondents had experienced loneliness. It is important to recognise not only that increasing employment opportunities helps to counter low income and poverty, which still affect far too many blind and partially sighted people, but that being in work, having a workplace to go to and working alongside colleagues helps to tackle isolation, promotes inclusion and improves the quality of life for people with visual impairment in so many other ways as well. It is vital that we create far fairer access to employment for blind and partially sighted people and ensure support is in place for them and for potential employers to achieve that.
In my constituency, the charity Seescape supports more than 4,000 people each year through rehabilitation and through aids, equipment and accessible technology. Those kinds of support are essential to achieving inclusion in the workplace. Seescape’s work is transformational for so many blind and partially sighted people, not only in Glenrothes and Mid Fife but throughout the whole Kingdom of Fife. It is hugely valued by our community.
I very much welcome the recommendation in the “Changing Attitudes, Changing Lives” report that the UK Government should partner with sight loss organisations to develop best practice on recruiting blind and partially sighted people and supporting them to enter the labour market. They are the very organisations with the right expertise and knowledge to achieve that goal.
I also endorse the substantive and practical recommendations in that report for the Government and employers. Those recommendations come at an important time, as we look towards the “Get Britain Working” White Paper and the £240 million that will be invested by the Government to promote employability. Following our conversation at Mr Speaker’s excellent event to celebrate Disability History Month, I am encouraged by the fact that the Minister, who I welcome to his place, is seized by the opportunity that the White Paper offers to increase disability employment and to set out an effective strategy.
Sadly, in the last few years, there have been cuts in funding for employability at both the UK level and the Scottish level. Not enough has been done to promote opportunities through Access to Work, a scheme that can make a real difference when it is effectively delivered. We need to change that situation by ensuring that the White Paper leads to an employability strategy that actually works for blind and partially sighted people.
In Scotland, employability programmes such as Fair Start Scotland have certainly not had enough success in including people with visual impairment. That needs to change and it can change. We know what works in promoting the employment of blind and partially sighted people: changing attitudes and changing the approaches of employers, in line with the practical recommendations made in the “Changing Attitudes, Changing Lives” report and more broadly in relation to disability.
I also commend the work of the commission led by Lord Shinkwin for the Institute of Directors and its report, “The Future of Business: harnessing diverse talent for success”. That report makes a series of recommendations to Government to create the most favourable conditions for businesses and directors to flourish, with specific reference to gender, ethnicity, sexual orientation and disability.
One member of that commission was Dr Theresa Shearer, the chief executive of Enable, where I worked until I was elected to this House; I declare that interest. The All In programme, led by Enable Works, has formed employability partnerships across Scotland that have brought together specialist third sector organisations so that they can collaborate. Those partnerships have had great success in securing training and employment for many people who face barriers to employment, including blind and partially sighted people. Indeed, they have secured three and a half jobs for every one job delivered by traditional employability schemes.
There are many factors involved in improving employment opportunities for blind and partially sighted people; indeed, we could have a separate debate on education and transitions into employment. However, the many important recommendations in the “Changing Attitudes, Changing Lives” report will result in real progress if they are adopted. The first recommendation is essential, namely that we establish a disability employment strategy that sets out measures to improve employers’ attitudes and increase the number of blind and partially sighted people who find and—crucially—retain work.
I commend that report and its recommendations, and I congratulate my hon. Friend the Member for Battersea on all she is doing to ensure that its ambitions are fulfilled. Fulfilling them is vital if we are to achieve genuine inclusion for blind and partially sighted people in our society throughout the UK.
The APPG is such an important group for ensuring that the voices of blind and partially sighted people are heard in this Parliament. Having been for many years a member of the cross-party group on visual impairment in the Scottish Parliament, I am delighted to find that the APPG here is also an effective forum for advancing key policy areas for people with visual impairment. Changing employers’ attitudes and increasing employment opportunities for blind and partially sighted people is vital, for all the reasons that my hon. Friend set out in her excellent opening speech and that the hugely important “Changing Attitudes, Changing Lives” report highlights.
As an MP for a Scottish constituency, I am keenly aware that this is as important an issue for people with visual impairment in Scotland as it is in the rest of the UK. In his excellent speech, the hon. Member for Strangford (Jim Shannon) was quite right to point out that there is also important work for the devolved Administrations to do. Only one in four blind and partially sighted people in Scotland is in paid employment. Research by RNIB Scotland shows that there are about 9,000 registered blind and partially sighted people of working age in Scotland, of whom only about 2,000 are in work. As many as 78% are not employed, so for blind and partially sighted people in Scotland the disability employment gap is particularly acute.
My hon. Friend the Member for Battersea rightly highlighted the disability pay gap and the inequality that it creates in our society. There is a huge opportunity cost not only to people with visual impairment who want to work and cannot find work, but to our society as a whole. In my career before my election to this place, I was fortunate to work at the charity Sight Scotland. A number of our services employed blind and partially sighted people. They were valued members of our team, not only as experts by experience but because of their individual skills and their knowledge. They would be assets at any workplace where they were employed.
During my time at the charity, we conducted research into the social isolation that is experienced by too many people with visual impairment. Our research showed that 90% of our respondents had experienced loneliness. It is important to recognise not only that increasing employment opportunities helps to counter low income and poverty, which still affect far too many blind and partially sighted people, but that being in work, having a workplace to go to and working alongside colleagues helps to tackle isolation, promotes inclusion and improves the quality of life for people with visual impairment in so many other ways as well. It is vital that we create far fairer access to employment for blind and partially sighted people and ensure support is in place for them and for potential employers to achieve that.
In my constituency, the charity Seescape supports more than 4,000 people each year through rehabilitation and through aids, equipment and accessible technology. Those kinds of support are essential to achieving inclusion in the workplace. Seescape’s work is transformational for so many blind and partially sighted people, not only in Glenrothes and Mid Fife but throughout the whole Kingdom of Fife. It is hugely valued by our community.
I very much welcome the recommendation in the “Changing Attitudes, Changing Lives” report that the UK Government should partner with sight loss organisations to develop best practice on recruiting blind and partially sighted people and supporting them to enter the labour market. They are the very organisations with the right expertise and knowledge to achieve that goal.
I also endorse the substantive and practical recommendations in that report for the Government and employers. Those recommendations come at an important time, as we look towards the “Get Britain Working” White Paper and the £240 million that will be invested by the Government to promote employability. Following our conversation at Mr Speaker’s excellent event to celebrate Disability History Month, I am encouraged by the fact that the Minister, who I welcome to his place, is seized by the opportunity that the White Paper offers to increase disability employment and to set out an effective strategy.
Sadly, in the last few years, there have been cuts in funding for employability at both the UK level and the Scottish level. Not enough has been done to promote opportunities through Access to Work, a scheme that can make a real difference when it is effectively delivered. We need to change that situation by ensuring that the White Paper leads to an employability strategy that actually works for blind and partially sighted people.
In Scotland, employability programmes such as Fair Start Scotland have certainly not had enough success in including people with visual impairment. That needs to change and it can change. We know what works in promoting the employment of blind and partially sighted people: changing attitudes and changing the approaches of employers, in line with the practical recommendations made in the “Changing Attitudes, Changing Lives” report and more broadly in relation to disability.
I also commend the work of the commission led by Lord Shinkwin for the Institute of Directors and its report, “The Future of Business: harnessing diverse talent for success”. That report makes a series of recommendations to Government to create the most favourable conditions for businesses and directors to flourish, with specific reference to gender, ethnicity, sexual orientation and disability.
One member of that commission was Dr Theresa Shearer, the chief executive of Enable, where I worked until I was elected to this House; I declare that interest. The All In programme, led by Enable Works, has formed employability partnerships across Scotland that have brought together specialist third sector organisations so that they can collaborate. Those partnerships have had great success in securing training and employment for many people who face barriers to employment, including blind and partially sighted people. Indeed, they have secured three and a half jobs for every one job delivered by traditional employability schemes.
There are many factors involved in improving employment opportunities for blind and partially sighted people; indeed, we could have a separate debate on education and transitions into employment. However, the many important recommendations in the “Changing Attitudes, Changing Lives” report will result in real progress if they are adopted. The first recommendation is essential, namely that we establish a disability employment strategy that sets out measures to improve employers’ attitudes and increase the number of blind and partially sighted people who find and—crucially—retain work.
I commend that report and its recommendations, and I congratulate my hon. Friend the Member for Battersea on all she is doing to ensure that its ambitions are fulfilled. Fulfilling them is vital if we are to achieve genuine inclusion for blind and partially sighted people in our society throughout the UK.
in the Chair
Dr Rupa Huq
Our final Back Bencher, before we move on to the Lib Dem spokesperson, is Lee Pitcher.
10:03:58
Lee Pitcher
Doncaster East and the Isle of Axholme
It is great to see you in the Chair, Dr Huq, and I congratulate my hon. Friend the Member for Battersea (Marsha De Cordova) on securing this hugely important debate.
I speak today from personal experience. My lovely wife has retinitis pigmentosa, a degenerative eye condition that has no cure or treatment. Julie has reached the stage where she uses a white cane and eventually, like her mum and uncle, she will probably need a guide dog to assist her. Those who watch “Strictly” may know that retinitis pigmentosa is the condition that comedian Chris McCausland has. Like Chris, Julie is an inspiration, not a gimmick, having recently learned to ski blind.
Julie has never let her disability define her; instead, she excels with the abilities that she does have. What we have learned together over 30 years, as our careers have progressed, is how those abilities can allow her to thrive, and I have to say that her workplaces have been enormously supportive of her.
I will focus on the use of technology and the importance of awareness, because the use of artificial intelligence is a game changer. Apps such as Seeing AI can narrate the world around the user. It harnesses the power of AI to open up the visual world, and describes nearby people, texts and objects. In the world of work, it supports people to identify colleagues and helps to facilitate a team culture. As long as those colleagues do not take offence at being taken for a 55-year-old man, as happened to me when the camera was held up to my face—I am in my mid-40s—it is an absolute gem of a research project.
Maximising the use of existing functionality is also important and remarkably useful. Adobe will read out pages of text, and people can ask ChatGPT to find those texts with a simple verbal instruction. My one ask is that when people use hashtags, they should use a capital letter for each new word because that ensures that the hashtag makes sense when read out.
The ability to work from home has opened up a world of opportunity, as meetings and conferences can be accessed from an environment that does not require travel. Although I often witness the kindness of the majority of people when Julie travels on buses or the underground to visit me or work in London, I also witness people who just barge into her as she gets on to an escalator slowly, or who tut because they cannot get past her. I get upset by that. Julie takes no notice because it has become her norm.
There is a broader need in society for people to better understand disabilities, and that starts with education and awareness in school. Will the Minister speak to the relevant Education Minister about how that can be raised as part of the curriculum review?
Future transport technology is also exciting. It may be that when we travel in future, we will jump into our own driverless vehicles and travel to our destinations. When Julie and I visited San Francisco, we saw a driverless taxi for the first time. At the moment, that can be a scary thought, culturally, but it offers a different kind of hope for travel independence in the future, and we should start to embrace what is out there across the globe.
It is great to have all those technologies and the ability to work from anywhere in any part of the world. It is also great to hear that the world is changing.
I speak today from personal experience. My lovely wife has retinitis pigmentosa, a degenerative eye condition that has no cure or treatment. Julie has reached the stage where she uses a white cane and eventually, like her mum and uncle, she will probably need a guide dog to assist her. Those who watch “Strictly” may know that retinitis pigmentosa is the condition that comedian Chris McCausland has. Like Chris, Julie is an inspiration, not a gimmick, having recently learned to ski blind.
Julie has never let her disability define her; instead, she excels with the abilities that she does have. What we have learned together over 30 years, as our careers have progressed, is how those abilities can allow her to thrive, and I have to say that her workplaces have been enormously supportive of her.
I will focus on the use of technology and the importance of awareness, because the use of artificial intelligence is a game changer. Apps such as Seeing AI can narrate the world around the user. It harnesses the power of AI to open up the visual world, and describes nearby people, texts and objects. In the world of work, it supports people to identify colleagues and helps to facilitate a team culture. As long as those colleagues do not take offence at being taken for a 55-year-old man, as happened to me when the camera was held up to my face—I am in my mid-40s—it is an absolute gem of a research project.
Maximising the use of existing functionality is also important and remarkably useful. Adobe will read out pages of text, and people can ask ChatGPT to find those texts with a simple verbal instruction. My one ask is that when people use hashtags, they should use a capital letter for each new word because that ensures that the hashtag makes sense when read out.
The ability to work from home has opened up a world of opportunity, as meetings and conferences can be accessed from an environment that does not require travel. Although I often witness the kindness of the majority of people when Julie travels on buses or the underground to visit me or work in London, I also witness people who just barge into her as she gets on to an escalator slowly, or who tut because they cannot get past her. I get upset by that. Julie takes no notice because it has become her norm.
There is a broader need in society for people to better understand disabilities, and that starts with education and awareness in school. Will the Minister speak to the relevant Education Minister about how that can be raised as part of the curriculum review?
Future transport technology is also exciting. It may be that when we travel in future, we will jump into our own driverless vehicles and travel to our destinations. When Julie and I visited San Francisco, we saw a driverless taxi for the first time. At the moment, that can be a scary thought, culturally, but it offers a different kind of hope for travel independence in the future, and we should start to embrace what is out there across the globe.
It is great to have all those technologies and the ability to work from anywhere in any part of the world. It is also great to hear that the world is changing.
10:07:50
Marsha De Cordova
My hon. Friend is making a fantastic speech, and I am pleased that he is talking about technology. Does he agree that many technology companies have cottoned on to the fact that if they make their products inclusive, it is better business for them? Companies such as Apple, Microsoft and others are leading the way by ensuring that their apps and devices such as iPads are accessible, which will help not just blind and partially sighted people, but disabled people in general into work.
10:10:11
Lee Pitcher
I could not agree more. There is a whole world of innovation out there, involving companies such as Apple and Microsoft, and we need to embrace that and find a way to channel it into everyday society and use.
As I was saying, it is great to have those technologies, but having them out there is not enough. We need to find a way for people to know about them and use them. The amazing work of organisations such as the RNIB, Guide Dogs, and the Partially Sighted Society in my area of Doncaster is just incredible. They make us aware of what can be done at home and at work through the use of technology.
The challenge for us, and for the 2 million Julies out there in the UK, is how to amplify the work of those organisations to improve employment support for blind and partially sighted people even more, to help employers to understand the technologies and processes that give opportunities for all and allow everyone to thrive. I ask the Minister how he might raise awareness of AI use in the workplace to support adjustments to maximise those opportunities.
I finish with this: I ask you, Dr Huq, to imagine Julie on that slope for the first time, carefully traversing the snow, the ice and the undulations with her white cane, then ditching that cane for ski poles, and hurtling down the mountainside with skill, talent and ability. The “Wow!” that you see on our children’s faces says it all. She is a role model and an inspiration. Anything is achievable with determination and the right support and resources. Let us make sure that everyone gets the opportunity to apply those abilities at home, when travelling to and from work, and at work. I want to see a world where that “Wow!” is visible every day in the workplace.
As I was saying, it is great to have those technologies, but having them out there is not enough. We need to find a way for people to know about them and use them. The amazing work of organisations such as the RNIB, Guide Dogs, and the Partially Sighted Society in my area of Doncaster is just incredible. They make us aware of what can be done at home and at work through the use of technology.
The challenge for us, and for the 2 million Julies out there in the UK, is how to amplify the work of those organisations to improve employment support for blind and partially sighted people even more, to help employers to understand the technologies and processes that give opportunities for all and allow everyone to thrive. I ask the Minister how he might raise awareness of AI use in the workplace to support adjustments to maximise those opportunities.
I finish with this: I ask you, Dr Huq, to imagine Julie on that slope for the first time, carefully traversing the snow, the ice and the undulations with her white cane, then ditching that cane for ski poles, and hurtling down the mountainside with skill, talent and ability. The “Wow!” that you see on our children’s faces says it all. She is a role model and an inspiration. Anything is achievable with determination and the right support and resources. Let us make sure that everyone gets the opportunity to apply those abilities at home, when travelling to and from work, and at work. I want to see a world where that “Wow!” is visible every day in the workplace.
10:10:18
Steve Darling
Torbay
Thank you for your sterling chairmanship, Dr Huq. I thank the hon. Member for Battersea (Marsha De Cordova) for securing this debate on an issue that is extremely important, particularly in the light of the recent report. It is extremely helpful that we have the opportunity to debate this matter and engage with the Minister. As the Liberal Democrats work and pensions spokesperson, and as someone who is registered blind, I hope I can bring something to the table.
I am sorry to say that, as has been said, there is sadly still significant discrimination against blind and partially sighted people. Taxis, hotels and restaurants are pinch points where disabled people going about their business often hit hurdles. Hon. Members have alluded to the kindness of strangers, however, and before I had my guide dog, I would occasionally try to use the underground in London. My belief in humanity would always be reaffirmed, as there was much kindness from strangers—the milk of human kindness is out there.
As the Liberal Democrats spokesman, I endorse the findings of the report that we are debating. The most important thing is to ensure that we do things with people, rather than to people, so co-design is extremely important. Tackling discrimination must be part of our agenda, because sadly it is alive and well, and we must strengthen the legislation on it.
Part of the challenge is the legacy of more than a decade of Conservative-led Governments, who have not tacked these issues. Mental health is a particularly challenging area. People who are blind or partially sighted face challenges and hurdles in their lives, so we need to be alive to the fact that the black dog of depression and mental health issues may not be very far away from them. Enhancing our mental health services as part of our general approach would be a real step change in support.
Once upon a time—in the ’80s—I went to the Royal National College for the Blind in Hereford, so I belong to the 1980s Royal National College Facebook page. When I became aware that this debate was coming up, I reached out to people who had gone to the college to see how the world treats them now that they are 50-something, as I am. Although a number of them had positive employment experiences, others had experienced real challenges. Somebody in their 50s told me that they had had less than a year’s gainful employment during their life, which is shocking. They said that they were able to find voluntary work, but that there were blockages in the way to longer-term employment.
Access to Work is a significant issue, as delays to it have doubled to more than 55,000. We must tackle that issue to drive the positive change that we want to see. People from the Royal National College also spoke to me about the Disability Confident employer scheme, as they are not sure whether it is just virtue signalling and not worth the paper it is written on.
I am sorry to say that, as has been said, there is sadly still significant discrimination against blind and partially sighted people. Taxis, hotels and restaurants are pinch points where disabled people going about their business often hit hurdles. Hon. Members have alluded to the kindness of strangers, however, and before I had my guide dog, I would occasionally try to use the underground in London. My belief in humanity would always be reaffirmed, as there was much kindness from strangers—the milk of human kindness is out there.
As the Liberal Democrats spokesman, I endorse the findings of the report that we are debating. The most important thing is to ensure that we do things with people, rather than to people, so co-design is extremely important. Tackling discrimination must be part of our agenda, because sadly it is alive and well, and we must strengthen the legislation on it.
Part of the challenge is the legacy of more than a decade of Conservative-led Governments, who have not tacked these issues. Mental health is a particularly challenging area. People who are blind or partially sighted face challenges and hurdles in their lives, so we need to be alive to the fact that the black dog of depression and mental health issues may not be very far away from them. Enhancing our mental health services as part of our general approach would be a real step change in support.
Once upon a time—in the ’80s—I went to the Royal National College for the Blind in Hereford, so I belong to the 1980s Royal National College Facebook page. When I became aware that this debate was coming up, I reached out to people who had gone to the college to see how the world treats them now that they are 50-something, as I am. Although a number of them had positive employment experiences, others had experienced real challenges. Somebody in their 50s told me that they had had less than a year’s gainful employment during their life, which is shocking. They said that they were able to find voluntary work, but that there were blockages in the way to longer-term employment.
Access to Work is a significant issue, as delays to it have doubled to more than 55,000. We must tackle that issue to drive the positive change that we want to see. People from the Royal National College also spoke to me about the Disability Confident employer scheme, as they are not sure whether it is just virtue signalling and not worth the paper it is written on.
10:14:45
Marsha De Cordova
The hon. Member touches on the Disability Confident scheme. Does he agree that for the scheme to be worth the paper it is written on, it needs to have proper quality frameworks in place, so that those who become Disability Confident employers actually employ disabled people? Currently, some employers with that status do not employ a single disabled person.
Steve Darling
The hon. Member has clearly been reading my notes, because my next point was that someone cannot be a Disability Confident employer and not employ anyone disabled—she is spot on. I have made some inquiries in this area since getting elected in July, and the problem is that the Government do not measure Disability Confident employers. When I went to my local jobcentre, it said that it did not have to report up to top shop at all, and the Library was not aware of any monitoring by the Government. If we do not measure it, it does not count, so that is a real issue.
Going back to my trip down memory lane to the Royal National College for the Blind, one of the issues I heard from former college friends was that we should not have to go out and champion the Access to Work scheme ourselves; Government should be doing that. It should not be one of Government’s best kept secrets, but sadly it sometimes is. People also described it as an overcomplicated system that had resulted in their not being able to employ support workers as agents. They said it was too complicated and there were too many delays in obtaining support through that scheme.
I represent Torbay, and a resident there tells me that after 30 years of solid work for the national health service, she decided to change employment to Devon in Sight, an outstanding local charity that supports blind and visually impaired people across Devon. Sadly, though, it took three months for payments to come through from Access to Work, which left her with significant financial liabilities. Fortunately she had flexibility in her own finances, but if the next person was coming out of a period of employment and faced financially straitened circumstances, it could have resulted in their not being able to continue with their employment.
I am also aware of a lady from the midlands who was recently made redundant by a large national charity, for which she was a rehabilitation officer. She is now looking to change to a local charity undertaking similar work, but Access to Work is only offering her a support worker one day a week. That is impacting on her personal wellbeing, as she is having to take up the cudgels and battle the scheme over what seems a bizarre offer of help. I would like to challenge the Minister on how we ensure that, when we design new schemes, we are working with people; I would welcome some assurances on that.
I would also like assurances around a project plan for Access to Work. I mentioned that there are 55,000 people in the backlog. I would welcome assurances from the Minister on how we are going to tackle that, with a project plan to do so within a reasonable length of time. Have they done the sums around that? What assurance can the Minister give that it will be up to a 28-day turnaround? Finally, I would like some assurances around Disability Confident, so that it can be a scheme that is valuable, drives positive change and, most of all, drives positive culture change in our society, so that people who are blind or partially sighted can play the active part in our communities that they should be undertaking.
Going back to my trip down memory lane to the Royal National College for the Blind, one of the issues I heard from former college friends was that we should not have to go out and champion the Access to Work scheme ourselves; Government should be doing that. It should not be one of Government’s best kept secrets, but sadly it sometimes is. People also described it as an overcomplicated system that had resulted in their not being able to employ support workers as agents. They said it was too complicated and there were too many delays in obtaining support through that scheme.
I represent Torbay, and a resident there tells me that after 30 years of solid work for the national health service, she decided to change employment to Devon in Sight, an outstanding local charity that supports blind and visually impaired people across Devon. Sadly, though, it took three months for payments to come through from Access to Work, which left her with significant financial liabilities. Fortunately she had flexibility in her own finances, but if the next person was coming out of a period of employment and faced financially straitened circumstances, it could have resulted in their not being able to continue with their employment.
I am also aware of a lady from the midlands who was recently made redundant by a large national charity, for which she was a rehabilitation officer. She is now looking to change to a local charity undertaking similar work, but Access to Work is only offering her a support worker one day a week. That is impacting on her personal wellbeing, as she is having to take up the cudgels and battle the scheme over what seems a bizarre offer of help. I would like to challenge the Minister on how we ensure that, when we design new schemes, we are working with people; I would welcome some assurances on that.
I would also like assurances around a project plan for Access to Work. I mentioned that there are 55,000 people in the backlog. I would welcome assurances from the Minister on how we are going to tackle that, with a project plan to do so within a reasonable length of time. Have they done the sums around that? What assurance can the Minister give that it will be up to a 28-day turnaround? Finally, I would like some assurances around Disability Confident, so that it can be a scheme that is valuable, drives positive change and, most of all, drives positive culture change in our society, so that people who are blind or partially sighted can play the active part in our communities that they should be undertaking.
Danny Kruger
East Wiltshire
It is a pleasure to serve under your chairmanship, Dr Huq. I pay tribute to the hon. Member for Torbay (Steve Darling) for his powerful testimony about the enormous opportunities and barriers in this space, and particularly to the hon. Member for Battersea (Marsha De Cordova) for the work she has done on this topic during her time in Parliament. She serves her constituents and this community very well.
I was struck by the interesting speech by the hon. Member for Doncaster East and the Isle of Axholme (Lee Pitcher) about the opportunities of AI, which opened my eyes to the huge barriers that blind and partially sighted people have suffered and how technology is helping to overcome those barriers. I pay tribute to his wife: learning to ski with partial sight is a tremendous achievement, so all credit to her.
I echo the points made by other hon. Members about the imperative to overcome and reduce the barriers that blind and partially sighted people face in gaining work and progression in the workplace. Doing so is an absolutely necessary matter of justice to those people themselves; it is entirely wrong that people are discriminated against, directly or indirectly, because of their disability. We therefore have a moral imperative to act. As the hon. Member for Battersea stressed, we also need to reduce barriers to employment for blind and partially sighted people for the sake of the economy; when we exclude blind and partially sighted people from employment and progression in work, the country is denied an enormous wealth of talent.
Finally, addressing remaining barriers to employment and work progression for blind and partially sighted people is necessary for the sake of the taxpayer and the public finances. Our country’s disability benefits bill is simply unsustainable. It has risen sharply in recent years and is projected to rise to unsustainable levels over the course of this Parliament. On the current trajectory, spending on health and disability benefits will rise 56%—an additional £27 billion—over the course of this Parliament if change does not happen. Overall, spending on incapacity and disability benefits will rise from 2.4% of GDP to 3% over the course of this Parliament. If we could ensure that people who are currently excluded from the workforce can gain employment and reduce dependence on benefits, we could spend much of that money better in other spaces. I therefore support what the Government aim to do in this space and their plan to get activity back to pre-pandemic levels—a noble aspiration, which my party will support.
There are two ways to approach this question, as has been touched on in the debate so far. The first is the role of the Government themselves in getting the law, benefits system and incentives right in the fiscal, legal and welfare spaces. I am proud to say that my party led the way in ensuring that we as a country tackle discrimination against people with disabilities. The Disability Discrimination Act 1995, introduced by William Hague, required employers to make reasonable adjustments to facilitate the employment of disabled people, and it remains the great landmark and a vital step in this space. We also introduced Access to Work grants, which have been discussed today. I am pleased to say that last year saw the highest number of Access to Work grant applications awarded for over 15 years—68,000, of which 3,000, I understand, were for blind and partially sighted people. That is encouraging.
Nevertheless, we clearly need to go further with Access to Work, as we have heard today. Some innovations were introduced towards the end of the last Parliament, including health adjustment passports, which aim to reduce the time that it takes people to apply for and receive an Access to Work award, by allowing people to take the statement of their disabilities and necessary adjustments from one employer to another. As I understand it, that helpful and practical innovation is now in force. The last Government was also introducing an enhanced Access to Work package, which gave employees more support than they got under the existing scheme, as well as ensuring that employers received support if they were helping to facilitate access to work. Clearly, the process remains onerous and complex—that is a condition that applies across the benefit system with its complex, difficult application process. It only recently went online and it has just become possible for all people to apply for Access to Work digitally. Improvements clearly need to be made.
I am concerned about the extent of the backlog in the application process, which began in the previous Parliament and continues. In September 2023, 22,000 applications remained outstanding; in May 2024, there were 37,000; and in October 2024, 56,000. There are significant problems in processing these applications. I am interested to hear the Minister’s views on why that is and what can be done to reduce the backlog.
We need to ensure that the conditionality and incentives in the benefit system and employment support are robust and sensitive. I look forward to the forthcoming White Paper to see how that will be achieved. The hon. Member for Battersea recommends a review of the Equality Act and I welcome contributions there. It will be interesting to see what is suggested to improve that legislation.
I am concerned, however, about proposals that rely on tightening laws—strengthening the stick side of the arrangement, as it were. As the hon. Lady said, there have been a lot of laws and programmes introduced to support blind and partially sighted people—people with disabilities—into employment, yet there are still significant problems helping them to access and progress in work. Rules will only take us so far. Indeed, as the hon. Member for Doncaster East and the Isle of Axholme talked about the role of technology, it struck me that technology will also only take us so far.
There is a danger in looking to technical solutions, whether in the law or technology, that let us off the hook for what really needs to be done. I gently point out the phenomenon of crowding out: the danger that statutory action can diminish the voluntary action that needs to be taken, in this case by employers, to do the right thing. That is the second approach that is crucial to this space; I am pleased that that was the focus of the hon. Member for Battersea’s report and today’s debate. We need to look at the attitude and culture of employers, more than the obligations and systemic responses that Government can make. Of course, Government can significantly influence the attitude of employers but, to quote the Royal National Institute of Blind People:
“There are no hard and fast rules”
when supporting disabled people at work. We should avoid making assumptions about what blind and partially sighted people can do. That is why we need a flexible approach, in which employers use their imagination and intelligence, in consultation with employees, to develop access for blind and partially sighted people in the workplace.
The way to do that is to stress the opportunity, the benefits that employers will reap and, frankly, how easy it is. I was struck by the hon. Lady’s story of what good looks like in the workplace. It sounds like human beings being human towards each other, being genuinely inclusive, ensuring that people help their colleagues literally to navigate the workplace. One can imagine the enormous benefit to that workplace and all employees when there is a culture of inclusivity and generosity, as the hon. Lady described.
The key is awareness. Many of the changes needed to make workplaces accessible are not difficult; they just need to be done deliberately as part of the policy of the Government. I welcome the practical recommendations in the hon. Lady’s report, and I look forward to seeing what the White Paper will do to implement them. I respect the Minister and his colleagues, who are genuinely dedicated to improving employment and employability. I am pleased to see what has been trailed for the White Paper, with a focus on skills, devolution, empowering local communities and opportunities for young people.
I very much hope that the White Paper will work with employers in the spirit of the report we are debating, rather than against them, but I am concerned by the policies that the Government have announced so far with respect to employers. The national insurance rise will result in thousands of pounds of taxation on every job, and new burdens on employers are being created through the Employment Rights Bill. Those are not good portents of an employer-friendly approach. Nevertheless, on this issue we agree about the direction of travel that needs to be taken, and I very much hope that my party works with the Government to progress the very helpful recommendations that the hon. Member for Battersea has made.
I was struck by the interesting speech by the hon. Member for Doncaster East and the Isle of Axholme (Lee Pitcher) about the opportunities of AI, which opened my eyes to the huge barriers that blind and partially sighted people have suffered and how technology is helping to overcome those barriers. I pay tribute to his wife: learning to ski with partial sight is a tremendous achievement, so all credit to her.
I echo the points made by other hon. Members about the imperative to overcome and reduce the barriers that blind and partially sighted people face in gaining work and progression in the workplace. Doing so is an absolutely necessary matter of justice to those people themselves; it is entirely wrong that people are discriminated against, directly or indirectly, because of their disability. We therefore have a moral imperative to act. As the hon. Member for Battersea stressed, we also need to reduce barriers to employment for blind and partially sighted people for the sake of the economy; when we exclude blind and partially sighted people from employment and progression in work, the country is denied an enormous wealth of talent.
Finally, addressing remaining barriers to employment and work progression for blind and partially sighted people is necessary for the sake of the taxpayer and the public finances. Our country’s disability benefits bill is simply unsustainable. It has risen sharply in recent years and is projected to rise to unsustainable levels over the course of this Parliament. On the current trajectory, spending on health and disability benefits will rise 56%—an additional £27 billion—over the course of this Parliament if change does not happen. Overall, spending on incapacity and disability benefits will rise from 2.4% of GDP to 3% over the course of this Parliament. If we could ensure that people who are currently excluded from the workforce can gain employment and reduce dependence on benefits, we could spend much of that money better in other spaces. I therefore support what the Government aim to do in this space and their plan to get activity back to pre-pandemic levels—a noble aspiration, which my party will support.
There are two ways to approach this question, as has been touched on in the debate so far. The first is the role of the Government themselves in getting the law, benefits system and incentives right in the fiscal, legal and welfare spaces. I am proud to say that my party led the way in ensuring that we as a country tackle discrimination against people with disabilities. The Disability Discrimination Act 1995, introduced by William Hague, required employers to make reasonable adjustments to facilitate the employment of disabled people, and it remains the great landmark and a vital step in this space. We also introduced Access to Work grants, which have been discussed today. I am pleased to say that last year saw the highest number of Access to Work grant applications awarded for over 15 years—68,000, of which 3,000, I understand, were for blind and partially sighted people. That is encouraging.
Nevertheless, we clearly need to go further with Access to Work, as we have heard today. Some innovations were introduced towards the end of the last Parliament, including health adjustment passports, which aim to reduce the time that it takes people to apply for and receive an Access to Work award, by allowing people to take the statement of their disabilities and necessary adjustments from one employer to another. As I understand it, that helpful and practical innovation is now in force. The last Government was also introducing an enhanced Access to Work package, which gave employees more support than they got under the existing scheme, as well as ensuring that employers received support if they were helping to facilitate access to work. Clearly, the process remains onerous and complex—that is a condition that applies across the benefit system with its complex, difficult application process. It only recently went online and it has just become possible for all people to apply for Access to Work digitally. Improvements clearly need to be made.
I am concerned about the extent of the backlog in the application process, which began in the previous Parliament and continues. In September 2023, 22,000 applications remained outstanding; in May 2024, there were 37,000; and in October 2024, 56,000. There are significant problems in processing these applications. I am interested to hear the Minister’s views on why that is and what can be done to reduce the backlog.
We need to ensure that the conditionality and incentives in the benefit system and employment support are robust and sensitive. I look forward to the forthcoming White Paper to see how that will be achieved. The hon. Member for Battersea recommends a review of the Equality Act and I welcome contributions there. It will be interesting to see what is suggested to improve that legislation.
I am concerned, however, about proposals that rely on tightening laws—strengthening the stick side of the arrangement, as it were. As the hon. Lady said, there have been a lot of laws and programmes introduced to support blind and partially sighted people—people with disabilities—into employment, yet there are still significant problems helping them to access and progress in work. Rules will only take us so far. Indeed, as the hon. Member for Doncaster East and the Isle of Axholme talked about the role of technology, it struck me that technology will also only take us so far.
There is a danger in looking to technical solutions, whether in the law or technology, that let us off the hook for what really needs to be done. I gently point out the phenomenon of crowding out: the danger that statutory action can diminish the voluntary action that needs to be taken, in this case by employers, to do the right thing. That is the second approach that is crucial to this space; I am pleased that that was the focus of the hon. Member for Battersea’s report and today’s debate. We need to look at the attitude and culture of employers, more than the obligations and systemic responses that Government can make. Of course, Government can significantly influence the attitude of employers but, to quote the Royal National Institute of Blind People:
“There are no hard and fast rules”
when supporting disabled people at work. We should avoid making assumptions about what blind and partially sighted people can do. That is why we need a flexible approach, in which employers use their imagination and intelligence, in consultation with employees, to develop access for blind and partially sighted people in the workplace.
The way to do that is to stress the opportunity, the benefits that employers will reap and, frankly, how easy it is. I was struck by the hon. Lady’s story of what good looks like in the workplace. It sounds like human beings being human towards each other, being genuinely inclusive, ensuring that people help their colleagues literally to navigate the workplace. One can imagine the enormous benefit to that workplace and all employees when there is a culture of inclusivity and generosity, as the hon. Lady described.
The key is awareness. Many of the changes needed to make workplaces accessible are not difficult; they just need to be done deliberately as part of the policy of the Government. I welcome the practical recommendations in the hon. Lady’s report, and I look forward to seeing what the White Paper will do to implement them. I respect the Minister and his colleagues, who are genuinely dedicated to improving employment and employability. I am pleased to see what has been trailed for the White Paper, with a focus on skills, devolution, empowering local communities and opportunities for young people.
I very much hope that the White Paper will work with employers in the spirit of the report we are debating, rather than against them, but I am concerned by the policies that the Government have announced so far with respect to employers. The national insurance rise will result in thousands of pounds of taxation on every job, and new burdens on employers are being created through the Employment Rights Bill. Those are not good portents of an employer-friendly approach. Nevertheless, on this issue we agree about the direction of travel that needs to be taken, and I very much hope that my party works with the Government to progress the very helpful recommendations that the hon. Member for Battersea has made.
10:30:37
Sir Stephen Timms
The Minister for Social Security and Disability
I am delighted to serve under your chairmanship, Dr Huq. I too congratulate my hon. Friend the Member for Battersea (Marsha De Cordova) on securing this important and illuminating debate, and on the way she introduced it. She has a very deep commitment to this issue, as I know from her long-term work on the all-party parliamentary group. I commend her for that, and I also commend RNIB and the Thomas Pocklington Trust, which support that group by providing the secretariat.
It was welcome to hear hon. Members share their personal experiences. The hon. Member for Torbay (Steve Darling) was absolutely right to remind us of the continuing problem of discrimination in work. It has not gone away and still needs to be addressed. It was great to hear about Julie’s experience of skiing—my hon. Friend the Member for Doncaster East and the Isle of Axholme (Lee Pitcher) made his point very powerfully. I visited the Paralympics in Paris for a couple for a couple of days in the summer, and it was inspiring to see the accomplishments of people who are disabled and how much potential they have to contribute. My hon. Friend is absolutely right that we need to do more to realise that potential in our economy and our society.
We all know about RNIB, and I am also familiar with the work of the Thomas Pocklington Trust thanks to my former constituent Helen Mitchell, who is one of its trustees. She arranged for me to pay a very useful and informative visit to its headquarters last year. I pay tribute to it for its work.
As the hon. Member for East Wiltshire (Danny Kruger) said, the Secretary of State for Work and Pensions set out, in a speech in Barnsley in July, our plans to reform the Department for Work and Pensions: rather than being the Department for welfare, it will be the Department for work. Our ambition is an 80% rate of employment, which would be the highest we have ever achieved in the UK. The hon. Member for East Wiltshire is absolutely right to remind us that the current rate of economic activity is still less than it was before the pandemic, so we still have a good deal of ground to make up.
To achieve that ambition, we have to do much better at supporting disabled people, including blind and partially sighted people, into work. We will not achieve our ambition without that. We want people with visual impairments, who, as we have been reminded, have great skills and talents to offer, to have equal chances to enter and thrive in the labour market. We cannot continue with the 40% visual impairment employment gap, which my hon. Friend the Member for Battersea mentioned, and is spelled out in the APPG report. We will collaborate with visually impaired people and organisations advocating for them to work out how we can meet their needs and support them better.
We do not want people with visual impairments to have to give up work, as is too often the case. The hon. Member for Torbay helpfully told us about the experiences of people he was at college with in the 1980s. We want people to be able to stay in work and not have to give it up. If they lose their job, they should be able to get back into work. Having gone into work, they should be able to progress and do well.
As announced in the King’s Speech in July, in the Equality (Race and Disability) Bill we will fulfil our manifesto commitment to tackle the disability pay gap, which my hon. Friend the Member for Battersea highlighted and which other Members also referred to. Additionally, our “Get Britain Working” White Paper, which will indeed be published soon, will announce crucial reforms to employment support. We will change the way that we measure success. For example, we will focus not simply on getting people into a job, but on ensuring that they can stay in work and can progress to higher earnings in the future. We want to support people in the longer term.
We will also overhaul jobcentres. My hon. Friend the Member for Doncaster East and the Isle of Axholme made an interesting point about the importance of assistive technology in jobcentres. We will introduce a new youth guarantee, so that in future nobody will be left on the scrapheap when they are young.
My hon. Friend the Member for Battersea was absolutely right to point out that to achieve all that, we need healthy and inclusive workplaces. There are many employers who excel at creating inclusive workplaces in relation to health and disability, and it was very good to hear from my hon. Friend the Member for Doncaster East and the Isle of Axholme about his wife’s positive experiences with her employers. However, the APPG’s report points out that many other employers recognise the value of providing an inclusive workplace and would like to provide one, but they need support to do so; at the moment, they do not feel in a position to do so.
Consequently, we are considering what more we can do to help, because preventing people from leaving the workforce and enabling more people to return to work after absences is a good thing. It is definitely good for the individuals concerned; it is good for their mental health and their sense of fulfilment, as my hon. Friend the Member for Glenrothes and Mid Fife (Richard Baker), and the hon. Members for Torbay and for East Wiltshire, reminded us. However, it is also good for businesses and wider society.
My hon. Friend the Member for Glenrothes and Mid Fife referred to the work of Lord Shinkwin for the Institute for Directors. I agree with my hon. Friend about the importance of that work and I look forward to meeting Lord Shinkwin and discussing some of these issues with him in the near future.
The Disability Confident scheme, which has been referred to in the debate, is a very important resource that we already have. It featured in the APPG’s report, my hon. Friend the Member for Glenrothes and Mid Fife mentioned it, and the hon. Member for Torbay dedicated a good part of his speech to it. That scheme provides a strong platform, with more than 19,000 employers participating in it. It promotes good, inclusive employment and recruitment practices. It supports employers to deliver them and to become able to attract, recruit, retain and develop disabled people.
My hon. Friend the Member for Battersea was absolutely right to underline the importance of accessible recruitment processes in making sure that people are not barred from applying for jobs in the first place. In the Disability Confident scheme, there are many committed employers who are enthusiastic about making recruitment processes accessible and who are determined to do well in that regard. However, I agree with my hon. Friend and with the hon. Member for Torbay that the Disability Confident scheme can do more. I have had some encouraging recent conversations about that, for example, with the Business Disability Forum. Working with both employers and disabled people, we will examine how we can make the Disability Confident scheme more robust and how it can achieve more of its potential. I am convinced that potential is there, but we must realise more of it in future.
We also support employers with a digital information service and in increasing access to occupational health services, which the previous Government rightly recognised was important.
It was welcome to hear hon. Members share their personal experiences. The hon. Member for Torbay (Steve Darling) was absolutely right to remind us of the continuing problem of discrimination in work. It has not gone away and still needs to be addressed. It was great to hear about Julie’s experience of skiing—my hon. Friend the Member for Doncaster East and the Isle of Axholme (Lee Pitcher) made his point very powerfully. I visited the Paralympics in Paris for a couple for a couple of days in the summer, and it was inspiring to see the accomplishments of people who are disabled and how much potential they have to contribute. My hon. Friend is absolutely right that we need to do more to realise that potential in our economy and our society.
We all know about RNIB, and I am also familiar with the work of the Thomas Pocklington Trust thanks to my former constituent Helen Mitchell, who is one of its trustees. She arranged for me to pay a very useful and informative visit to its headquarters last year. I pay tribute to it for its work.
As the hon. Member for East Wiltshire (Danny Kruger) said, the Secretary of State for Work and Pensions set out, in a speech in Barnsley in July, our plans to reform the Department for Work and Pensions: rather than being the Department for welfare, it will be the Department for work. Our ambition is an 80% rate of employment, which would be the highest we have ever achieved in the UK. The hon. Member for East Wiltshire is absolutely right to remind us that the current rate of economic activity is still less than it was before the pandemic, so we still have a good deal of ground to make up.
To achieve that ambition, we have to do much better at supporting disabled people, including blind and partially sighted people, into work. We will not achieve our ambition without that. We want people with visual impairments, who, as we have been reminded, have great skills and talents to offer, to have equal chances to enter and thrive in the labour market. We cannot continue with the 40% visual impairment employment gap, which my hon. Friend the Member for Battersea mentioned, and is spelled out in the APPG report. We will collaborate with visually impaired people and organisations advocating for them to work out how we can meet their needs and support them better.
We do not want people with visual impairments to have to give up work, as is too often the case. The hon. Member for Torbay helpfully told us about the experiences of people he was at college with in the 1980s. We want people to be able to stay in work and not have to give it up. If they lose their job, they should be able to get back into work. Having gone into work, they should be able to progress and do well.
As announced in the King’s Speech in July, in the Equality (Race and Disability) Bill we will fulfil our manifesto commitment to tackle the disability pay gap, which my hon. Friend the Member for Battersea highlighted and which other Members also referred to. Additionally, our “Get Britain Working” White Paper, which will indeed be published soon, will announce crucial reforms to employment support. We will change the way that we measure success. For example, we will focus not simply on getting people into a job, but on ensuring that they can stay in work and can progress to higher earnings in the future. We want to support people in the longer term.
We will also overhaul jobcentres. My hon. Friend the Member for Doncaster East and the Isle of Axholme made an interesting point about the importance of assistive technology in jobcentres. We will introduce a new youth guarantee, so that in future nobody will be left on the scrapheap when they are young.
My hon. Friend the Member for Battersea was absolutely right to point out that to achieve all that, we need healthy and inclusive workplaces. There are many employers who excel at creating inclusive workplaces in relation to health and disability, and it was very good to hear from my hon. Friend the Member for Doncaster East and the Isle of Axholme about his wife’s positive experiences with her employers. However, the APPG’s report points out that many other employers recognise the value of providing an inclusive workplace and would like to provide one, but they need support to do so; at the moment, they do not feel in a position to do so.
Consequently, we are considering what more we can do to help, because preventing people from leaving the workforce and enabling more people to return to work after absences is a good thing. It is definitely good for the individuals concerned; it is good for their mental health and their sense of fulfilment, as my hon. Friend the Member for Glenrothes and Mid Fife (Richard Baker), and the hon. Members for Torbay and for East Wiltshire, reminded us. However, it is also good for businesses and wider society.
My hon. Friend the Member for Glenrothes and Mid Fife referred to the work of Lord Shinkwin for the Institute for Directors. I agree with my hon. Friend about the importance of that work and I look forward to meeting Lord Shinkwin and discussing some of these issues with him in the near future.
The Disability Confident scheme, which has been referred to in the debate, is a very important resource that we already have. It featured in the APPG’s report, my hon. Friend the Member for Glenrothes and Mid Fife mentioned it, and the hon. Member for Torbay dedicated a good part of his speech to it. That scheme provides a strong platform, with more than 19,000 employers participating in it. It promotes good, inclusive employment and recruitment practices. It supports employers to deliver them and to become able to attract, recruit, retain and develop disabled people.
My hon. Friend the Member for Battersea was absolutely right to underline the importance of accessible recruitment processes in making sure that people are not barred from applying for jobs in the first place. In the Disability Confident scheme, there are many committed employers who are enthusiastic about making recruitment processes accessible and who are determined to do well in that regard. However, I agree with my hon. Friend and with the hon. Member for Torbay that the Disability Confident scheme can do more. I have had some encouraging recent conversations about that, for example, with the Business Disability Forum. Working with both employers and disabled people, we will examine how we can make the Disability Confident scheme more robust and how it can achieve more of its potential. I am convinced that potential is there, but we must realise more of it in future.
We also support employers with a digital information service and in increasing access to occupational health services, which the previous Government rightly recognised was important.
10:39:33
Jim Shannon
In my contribution, I outlined some of the things that we are doing in Northern Ireland. Obviously, that was to help the Minister with ideas that could be used here on the mainland. The Minister has outlined a number of things that are happening here. Does he intend to contact the relevant body in the Northern Ireland Assembly to ensure that we can work better together, share ideas, do things better and make life better for the people we are here for?
Sir Stephen Timms
I certainly welcome opportunities to do that. We need to learn from all the devolved Governments in the UK. There are interesting things happening in Scotland, for example, on social security, and in Northern Ireland, so I am grateful to the hon. Member for drawing my attention to a number of those. I am keen to pursue that further.
Disabled people and those with health conditions are a diverse group. The right work and health support in the right place at the right time is key. The contribution of Jobcentre Plus work coaches and disability employment advisers, who play an important role in jobcentres, is vital to this topic. I pay tribute to the dedication of those who are working on this at Jobcentre Plus. We will join up health and employment support around the individual. That will be through, for example, employment advisers in NHS talking therapies—seeing the NHS increasingly embrace the importance of supporting people into work—and individual placement and support in primary care.
My hon. Friends the Members for Battersea and for Glenrothes and Mid Fife, and the hon. Members for Torbay, for Strangford and for East Wiltshire, all spoke about Access to Work, rightly reflecting its crucial importance. The scheme provides grants for workplace adjustments beyond what is provided by the employer. Let us be clear that Access to Work does not replace an employer’s duty under the Equality Act to make reasonable adjustments, as the hon. Member for East Londonderry (Mr Campbell) pointed out in his intervention. There are clear statutory obligations here that need to be delivered. Access to Work, however, can provide funding for support workers, specialist aids and equipment, personalised support and workplace assessments, travel to or in work, and mental health support.
The hon. Member for Torbay referred to it as one of the best kept secrets, but demand for Access to Work has been growing fast. The hon. Member for East Wiltshire rightly reported that nearly 68,000 people had Access to Work support approved in the last financial year, an increase of almost a third on the previous year. It is now growing rapidly. As he said, it supported 3,850 people who reported their primary medical condition as difficulty in seeing. That is about 8% of the people who are supported by the scheme. Customers with difficulty seeing as their primary medical condition received a bigger proportion—13% or £33 million—of the total expenditure. Access to Work is making an important contribution.
We are committed to reducing the waiting times for Access to Work. Delivery of the support has been streamlined. We have more staff processing the claims. Customers starting a job within four weeks are prioritised to ensure that they get help in time. Since April, as the hon. Member for East Wiltshire pointed out, all the core parts of the scheme are now online. However, I agree that more needs to be done. I welcome the engagement of all Members who have taken part in the debate and their continuing pressure to ensure that Access to Work delivers on its potential.
As has been highlighted, the APPG report rightly referred to the importance of technology in enabling visually impaired people to be in work. The report specifically mentioned text-to-speech software. Last week I visited Sense College Loughborough, a facility originally developed by RNIB. A visually impaired student there showed me the ZoomText application—which I was not aware of previously—using it to magnify the text he was looking at on a screen, and to manage a document over two screens. He commended its helpfulness to me.
My hon. Friend the Member for Doncaster East and the Isle of Axholme is absolutely right to point out just how big a game changer AI can be. We must realise that opportunity.
Access to Work can help provide assistive tech, but as my hon. Friend the Member for Battersea pointed out in her intervention, suppliers such as Apple and Microsoft are increasingly bundling assistive tech with their standard products, partly because, as she said, it helps all users and makes the products easier to use for everybody. The technology is coming on in leaps and bounds. It is moving very fast, and we need to make sure that people have access to it. I am looking at what the Government can do in this area to make the technology better known, because a lot of people who have it on their devices do not know that it is there; to make assistive technology more readily available, where it is not bundled in with the standard product; and, maybe on occasion, to commission research to tackle a specific accessibility problem. We are thinking about this, and I welcome ideas and suggestions from Members about what more we can do.
My hon. Friend the Member for Doncaster East and the Isle of Axholme and others are absolutely right to point out how much more we need to do to support blind and partially sighted people into employment to enable them both to achieve their aspirations and to make their full contribution to our society and economy. That is in their interest and in all our interest. I am encouraged by what the shadow Minister, the hon. Member for East Wiltshire, said about this. I hope that, when hon. Members read the “Get Britain Working” White Paper, as they will soon be able to do, they will agree that we are taking the right steps towards reaching that goal.
Disabled people and those with health conditions are a diverse group. The right work and health support in the right place at the right time is key. The contribution of Jobcentre Plus work coaches and disability employment advisers, who play an important role in jobcentres, is vital to this topic. I pay tribute to the dedication of those who are working on this at Jobcentre Plus. We will join up health and employment support around the individual. That will be through, for example, employment advisers in NHS talking therapies—seeing the NHS increasingly embrace the importance of supporting people into work—and individual placement and support in primary care.
My hon. Friends the Members for Battersea and for Glenrothes and Mid Fife, and the hon. Members for Torbay, for Strangford and for East Wiltshire, all spoke about Access to Work, rightly reflecting its crucial importance. The scheme provides grants for workplace adjustments beyond what is provided by the employer. Let us be clear that Access to Work does not replace an employer’s duty under the Equality Act to make reasonable adjustments, as the hon. Member for East Londonderry (Mr Campbell) pointed out in his intervention. There are clear statutory obligations here that need to be delivered. Access to Work, however, can provide funding for support workers, specialist aids and equipment, personalised support and workplace assessments, travel to or in work, and mental health support.
The hon. Member for Torbay referred to it as one of the best kept secrets, but demand for Access to Work has been growing fast. The hon. Member for East Wiltshire rightly reported that nearly 68,000 people had Access to Work support approved in the last financial year, an increase of almost a third on the previous year. It is now growing rapidly. As he said, it supported 3,850 people who reported their primary medical condition as difficulty in seeing. That is about 8% of the people who are supported by the scheme. Customers with difficulty seeing as their primary medical condition received a bigger proportion—13% or £33 million—of the total expenditure. Access to Work is making an important contribution.
We are committed to reducing the waiting times for Access to Work. Delivery of the support has been streamlined. We have more staff processing the claims. Customers starting a job within four weeks are prioritised to ensure that they get help in time. Since April, as the hon. Member for East Wiltshire pointed out, all the core parts of the scheme are now online. However, I agree that more needs to be done. I welcome the engagement of all Members who have taken part in the debate and their continuing pressure to ensure that Access to Work delivers on its potential.
As has been highlighted, the APPG report rightly referred to the importance of technology in enabling visually impaired people to be in work. The report specifically mentioned text-to-speech software. Last week I visited Sense College Loughborough, a facility originally developed by RNIB. A visually impaired student there showed me the ZoomText application—which I was not aware of previously—using it to magnify the text he was looking at on a screen, and to manage a document over two screens. He commended its helpfulness to me.
My hon. Friend the Member for Doncaster East and the Isle of Axholme is absolutely right to point out just how big a game changer AI can be. We must realise that opportunity.
Access to Work can help provide assistive tech, but as my hon. Friend the Member for Battersea pointed out in her intervention, suppliers such as Apple and Microsoft are increasingly bundling assistive tech with their standard products, partly because, as she said, it helps all users and makes the products easier to use for everybody. The technology is coming on in leaps and bounds. It is moving very fast, and we need to make sure that people have access to it. I am looking at what the Government can do in this area to make the technology better known, because a lot of people who have it on their devices do not know that it is there; to make assistive technology more readily available, where it is not bundled in with the standard product; and, maybe on occasion, to commission research to tackle a specific accessibility problem. We are thinking about this, and I welcome ideas and suggestions from Members about what more we can do.
My hon. Friend the Member for Doncaster East and the Isle of Axholme and others are absolutely right to point out how much more we need to do to support blind and partially sighted people into employment to enable them both to achieve their aspirations and to make their full contribution to our society and economy. That is in their interest and in all our interest. I am encouraged by what the shadow Minister, the hon. Member for East Wiltshire, said about this. I hope that, when hon. Members read the “Get Britain Working” White Paper, as they will soon be able to do, they will agree that we are taking the right steps towards reaching that goal.
Marsha De Cordova
First, I thank all hon. and right hon. Members for their contributions. That includes the hon. Member for Strangford (Jim Shannon), my hon. Friends the Members for Glenrothes and Mid Fife (Richard Baker) and for Doncaster East and the Isle of Axholme (Lee Pitcher), the hon. Member for Torbay (Steve Darling), and the shadow Minister, the hon. Member for East Wiltshire (Danny Kruger).
I also congratulate my right hon. Friend the Minister for Social Security and Disability on his response to this important debate. His commitment to this issue really came across, as did his drive to make the change. It has been a good debate; every contribution brought something different and important, particularly on the opportunities of technology. I am a big advocate—forgive me—of Apple. Apple changed my life. When the iPhone and the iPad came out, they enabled me to read newspapers, finally. There are other providers out there, obviously, but it did really change my life.
Making use of AI is also important. I recently met representatives of a company called Be My Eyes, and I was bowled over by how its AI worked: you put these pretty swanky glasses on and look down, and the glasses read everything in front of you or describe what is around you. That will be game changing once they are available to everybody.
I also thank my hon. Friend the Member for Doncaster East and the Isle of Axholme for his skiing tips. I will have to have a proper chat with him, because I have always wanted to ski, but I was held back. Hearing that my hon. Friend’s wife is doing it, I am absolutely up for it now.
On a more serious point, it is a shame that, in 2024, we are still debating this issue. However, after 14 years, it is truly amazing that we now have a Labour Government who are committed to changing the experience, not only of blind and partially sighted people, but more importantly of disabled people as a whole, when it comes to engaging with the labour market.
I thank the Minister for Social Security and Disability. He is a friend, and I know he is a good listener, because I talk his ear off on these issues a lot. None the less, he is also a man of action, so I look forward to working with him and his colleagues.
I want to press my final point: this is not just about the Department for Work and Pensions; it is about working cross-Government, in particular with the Department for Business and Trade, the Department for Education and the Department of Health and Social Care, so that we can bring about the transformative change that will lead to changing attitudes and, most importantly, changing lives.
Question put and agreed to.
Resolved,
That this House has considered employment support for blind and partially sighted people.
I also congratulate my right hon. Friend the Minister for Social Security and Disability on his response to this important debate. His commitment to this issue really came across, as did his drive to make the change. It has been a good debate; every contribution brought something different and important, particularly on the opportunities of technology. I am a big advocate—forgive me—of Apple. Apple changed my life. When the iPhone and the iPad came out, they enabled me to read newspapers, finally. There are other providers out there, obviously, but it did really change my life.
Making use of AI is also important. I recently met representatives of a company called Be My Eyes, and I was bowled over by how its AI worked: you put these pretty swanky glasses on and look down, and the glasses read everything in front of you or describe what is around you. That will be game changing once they are available to everybody.
I also thank my hon. Friend the Member for Doncaster East and the Isle of Axholme for his skiing tips. I will have to have a proper chat with him, because I have always wanted to ski, but I was held back. Hearing that my hon. Friend’s wife is doing it, I am absolutely up for it now.
On a more serious point, it is a shame that, in 2024, we are still debating this issue. However, after 14 years, it is truly amazing that we now have a Labour Government who are committed to changing the experience, not only of blind and partially sighted people, but more importantly of disabled people as a whole, when it comes to engaging with the labour market.
I thank the Minister for Social Security and Disability. He is a friend, and I know he is a good listener, because I talk his ear off on these issues a lot. None the less, he is also a man of action, so I look forward to working with him and his colleagues.
I want to press my final point: this is not just about the Department for Work and Pensions; it is about working cross-Government, in particular with the Department for Business and Trade, the Department for Education and the Department of Health and Social Care, so that we can bring about the transformative change that will lead to changing attitudes and, most importantly, changing lives.
Question put and agreed to.
Resolved,
That this House has considered employment support for blind and partially sighted people.
Sitting suspended.
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