The disability pay gap may be worse for travel employees – here’s why
As featured on TTG
The disability pay gap is a persistent issue that continues to impact disabled employees across the UK and within the travel industry. Despite progress in disability rights and workplace inclusion, this disparity significantly affects the lives of disabled employees, limiting their earning potential, career growth, and overall quality of life.
Data from the Office for National Statistics reveals that in 2023 disabled employees earned an average of £2 less per hour than their non-disabled colleagues. However recent analysis by Trades Union Congress found that the disability pay gap has increased to around 17.2%, equating to £2.35 per hour or £4,300 annually. This gap may be particularly pronounced in sectors like travel and tourism, where physical demands and attitudinal barriers create additional hurdles for disabled workers. So why is there such a gap?
1. Unconscious Bias
One of the primary reasons for the disability pay gap is the prevalence of unconscious bias. Employers may inadvertently make assumptions about the capabilities of disabled individuals, leading to lower expectations and fewer opportunities for advancement. For instance, a disabled employee may be overlooked for a promotion, despite possessing the necessary skills and qualifications, simply because of preconceived notions about their limitations.
2. Lack of Workplace Adjustments
Another significant factor contributing to the disability pay gap is the absence of reasonable accommodations in the workplace. Reasonable adjustments are modifications or adaptations made to workplaces to enable disabled employees to perform their roles effectively. However, many employers fail to provide these adjustments, leaving disabled workers at a disadvantage. For example, a travel agent with a visual impairment may struggle to access essential information and perform tasks if the company’s systems are not accessible. Without these supports, disabled employees may struggle to meet expectations and, consequently, experience lower earnings.
3. Underrepresentation in leadership
The lack of disabled individuals in leadership roles further exacerbates the problem. Without visible role models in senior positions, it’s harder for disabled employees to envision or achieve career progression. Additionally, when decision-makers are predominantly non-disabled, there is a risk of overlooking the specific needs and challenges faced by disabled employees. This can result in policies and practices that inadvertently disadvantage them.
Making employers accountable: mandatory disability pay gap reporting
Change is on the way. The Labour Party’s manifesto proposes a legal requirement for UK employers to report on their disability pay gaps. Much like the current gender pay gap reporting, this legislation would require organisations to publicly disclose differences in pay between disabled and non-disabled employees. By bringing these inequalities into focus, the policy aims to promote transparency, accountability, and meaningful action to close the gap.
This initiative highlights an increasing awareness of the need for systemic change. Formal reporting would give employers a clearer picture of where disparities lie, providing a starting point to tackle them head-on and create fairer workplaces.
What can employers do?
To address the disability pay gap, a multi-faceted approach is required. Employers must prioritise diversity, equity, and inclusion initiatives, ensuring that disabled employees are treated fairly and have equal opportunities for advancement.
This involves conducting regular pay audits, implementing fair pay practices, and providing accessible training and development programs. Furthermore, organisations can benefit from collaborating with disability rights organisations and consulting with disabled employees to identify and remove barriers.
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Savannah Wilkinson, Sales and Marketing Manager
