The pay gap between disabled and non-disabled employees is 12.7%, according to figures from the Office for National Statistics (ONS).
Its Disability pay gaps in the UK: 2014 to 2023 report found that the disability pay gap has remained relatively stable since 2014.
The median hourly pay for disabled employees was £13.69 compared to £15.69 for non-disabled employees, and the gap is wider for men at 15.5% compared to 9.6% for women.
For full-time employees, the gap stands at 11.2% and for part-time staff it is 4.1%.
The widest pay gaps were among disabled employees with autism (27.9%), those with epilepsy (26.9%) and severe or specific learning difficulties (20.3%).
When looking at the effect of characteristics on the pay gap, the report found that the factors that explained the differences in median hourly pay were occupation, age, qualifications and geography.
After accounting for selected characteristics that can influence disparities in pay, such as age and occupation, the report found that the gap narrowed for some, but remained for most impairment types.
The adjusted pay gap was greatest for employees with epilepsy (14.7%), severe disfigurements, skin conditions and allergies (11.9%), and problems or disabilities connected with legs and feet (9.0%).
The report suggested that disability status may contribute to the pay gap for these employees more than other pay-related factors.
The pay gap narrowed the most for employees with autism from 27.9% to 8.2%. Those with mental illnesses, nervous disorders, server or specific learning disabilities saw a reduction of 15.1 , 15.5 and 17.5 percentage points, respectively.
Tom Heys, pay reporting lead at Lewis Silkin, said: “The fact that the disability pay gap remains relatively unchanged over the past 10 years is troubling, but not entirely surprising.
“The case for greater diversity is clear, but when it comes to true inclusion of disabled workers, the UK has a long way to go. Today’s pay gaps show just one part of the problem as they are comparing those in work. However, employment and economic activity rates for disabled people remain stubbornly low, revealing the systemic barriers they face in the workforce: just 57% of disabled people are in work or actively looking for work.
“Employers may be becoming sensitive to the fact that a targeted strategy is needed. For example, we have seen a rise in in awareness of neurodiversity of the past few years, and this impact is shown in the latest data. The autism pay gap has fallen for the past 2 years and is at the lowest level yet (though still very high at 26.9%).
“For real progress, employers must be authentic and go beyond ticking boxes. They need to build a culture of openness and transparency, one that admits current shortcomings, empowers leaders to share their own stories, and prioritises disability and wellbeing as integral parts of the business. We’ve seen that gender pay gap reports can give companies a competitive edge in attracting female talent; disability pay gap reporting, done well, might do the same for disabled talent.”
