The disability pay gap may be worse for travel employees – here’s why

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.