Your Workforce Data Has a Disability Gap. Your Sourcing Records Can Help Close It.
The Office for National Statistics consistently reports a disability employment gap of around 28 percentage points in the UK. Disabled people remain significantly underrepresented in employment compared to the working-age population. For public sector employers, that gap inside your own workforce is a governance question, not just a headline figure.
If your organisation's workforce reflects this pattern, two practical questions follow. Does your recruitment process actively reach disabled jobseekers, or does it rely on them finding you? And if a regulator, board, or freedom of information request asks how your sourcing strategy was designed, what documentation supports your answer?
Organisations with strong disability inclusion outcomes tend to share one characteristic: deliberate, documented sourcing decisions. Passive advertising consistently underperforms against structured outreach through specialist channels. The difference is not effort. It is evidence.
In the UK, the Equality and Human Rights Commission holds enforcement powers under the Public Sector Equality Duty. The Regulator of Social Housing reviews workforce diversity data. Universities submit HESA staff diversity returns. Local authorities publish annual workforce equality reports. Across each of these frameworks, sourcing strategy sits within scope.
Disability Jobsite gives your organisation direct access to disabled jobseekers across the UK. It also gives your recruitment governance a vacancy level record of where you advertised, which channels you used, and how those decisions were made. That documentation is board ready.
The question is not whether you support disabled employees once they join. The question is whether your sourcing strategy was built to reach them in the first place, and whether you can demonstrate that.
Contact us to find out more.
