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Charlotte Cane (Ely and East Cambridgeshire) (LD)
I beg to move,
That this House has considered the matter of supporting neurodivergent people into employment.
It is a pleasure to serve under your chairship, Ms McVey. I am pleased to have secured this debate on an important topic and I want to acknowledge that neurodiversity has a huge range of impacts. Many neurodivergent people need no support with employment, while those with certain learning disabilities need significant support.
Adam Dance (Yeovil) (LD)
Does my hon. Friend agree that the challenges neurodiverse people face with employment often start at school, and that we need universal screening for neurodivergence, alongside proper teacher training, so that our fantastic teaching staff are given the tools and confidence to identify and support all their pupils?
Charlotte Cane
I agree with my hon. Friend that recognising neurodivergence in school and giving support at an early stage is incredibly important. As I said, I want to make the distinction and recognise that neurodivergent people and those with learning disabilities are distinguishable groups, both of which I will speak about.
Over the past year, I have visited many fantastic businesses across my constituency and have been struck by how many are going above and beyond to forge pathways into the world of work for people with learning disabilities. I want to share some of their success stories today.
Clive Jones (Wokingham) (LD)
I thank my hon. Friend for securing this important debate. In Wokingham, the Kimel café does a fantastic job taking on neurodivergent youngsters, giving them key skills and including them in our community. Does my hon. Friend agree that more businesses should employ neurodiverse people? Does she also agree that the Government must do more to support excellent businesses that support neurodiverse people, like the Kimel café?
Charlotte Cane
I do agree and will speak about that.
Local businesses have described employing people with learning disabilities to me as like a game of bureaucratic hopscotch. They can see the end goal but they need to hop from square to square, assessment to assessment, with a lack of resources to dedicate to training staff. Sadly, that is borne out in the data. Under 30% of people with severe or specific learning difficulties were in employment in 2023-24, compared with more than 82% of non-disabled people. Those figures are bad enough in isolation, but just 65% of employees with severe or specific learning difficulties remain in employment for at least a year.
Rachel Gilmour (Tiverton and Minehead) (LD)
Does my hon. Friend agree that Foxes hotel in my constituency of Minehead is a trailblazer? It is the UK’s only fully operating training hotel for young people with learning disabilities, many of whom have Down’s syndrome. It has shown that structured on-the-job training, dedicated mentorship and clear progression pathways not only transform individual lives but drive outstanding business outcomes. It has been described as the Oxbridge of training for such young people.
Charlotte Cane
It is great to hear that example. One thing I am calling for is proper structured apprenticeships.
Afzal Khan (Manchester Rusholme) (Lab)
On the statistics, I agree with the hon. Member that having 30% of autistic people in employment compared with 82% is a huge gap. The Buckland review made clear that without a national campaign to raise awareness among employers, those gaps will persist. Does she agree that the stark gap highlights the urgent need for stronger action to ensure that autistic people have fair access to the labour market?
Charlotte Cane
I thank the hon. Member for his intervention and I agree that we must provide these people with much more guidance and support, and also give them fair access to work and a career.
In addition to the problems that autistic people encounter in finding and staying in employment, the raw pay gaps for people with autism and for people with severe or specific learning difficulties are 28% and 20% respectively. We can see that there is a huge problem. Those people have less than a one in three chance of finding employment. Even if they are among the lucky ones who find employment, they might not make it past their first year anniversary in work and they will be paid less than their colleagues.
Apsana Begum (Poplar and Limehouse) (Ind)
The hon. Member may be aware that prior to my election, I worked in diversity and inclusion, and what she says rings true. Does she agree that job coaching and mentoring is crucial in the workplace? It is crucial for anybody doing any job, but it is incredibly empowering and a supportive tool for those with neurodiversity, particularly in retaining them in the workplace. We can really learn in our country from coaching and mentoring; it is a vital tool for employees.
Charlotte Cane
I agree with the hon. Member that helping people to stay and flourish in employment, once they are in employment, is hugely important.
Samantha Niblett (South Derbyshire) (Lab)
As a proud auntie to Benjamin, who is autistic, I am delighted when I hear of employers who are doing great things for neurodivergent people. A constituent of mine, Ian Carlier, is the chief executive officer of Momentic, which supports people to get off benefits and into self-employed work. Does she agree that when we consider employment for neurodivergent people, giving them a pathway and support into self-employed work might suit them better?
Charlotte Cane
I do not know about self-employment being “better”, but it is certainly important, because different things will work best for different people. Neurodivergent people need the same full choice as non-neurodivergent people.
Steve Yemm (Mansfield) (Lab)
Specifically on that point, it is important to recognise that neurodivergent people, particularly young neurodivergent people, should be treated individually, as the hon. Member has just suggested. In my constituency, West Notts college offers a number of entirely bespoke courses that are specifically designed have that sort of impact. The outcomes from those courses are truly phenomenal and West Notts college deserves our praise for helping so many young people into further education and back into employment. Does the hon. Member agree that a one-size-fits-all approach is really not the best way to get neurodivergent people, and those with special educational needs and disabilities, back into education and employment?
Esther McVey (in the Chair)
Order. May I remind hon. Members that interventions are just that? They are interventions, not short speeches.
Charlotte Cane
I thank the hon. Member for Mansfield (Steve Yemm) for his intervention and I congratulate the college that he mentioned. He is absolutely right—one size fits all does not fit anybody, but particularly not neurodivergent people.
Charlotte Cane
I will make some progress.
Think of the challenges that neurodivergent people can face in everyday life: knowing they are different from others; being unable to read social situations in the same way as others; being uncomfortable travelling on public transport; and, commonly, experiencing anxiety after years of bullying at school. Now imagine what it is like to face what must sometimes feel like insurmountable barriers to one of the most basic parts of everyday life—that is, work.
We know that neurodivergent people want to work. They want to contribute in a positive and meaningful way to our society. In 2021, the National Autistic Society found that 77% of unemployed autistic people wanted to work. Despite that, as we have heard, businesses remain concerned about employing neurodivergent people, often because they fear that they cannot support the employee properly.
Recently, the Recruitment and Employment Confederation told me that neurodivergence is the least understood aspect of equality, diversity and inclusion. As such, learning how recruitment practices and the workplace can be adapted to become more inclusive for neurodivergent individuals is an evolving aspect of good practice. I am really proud today to have the opportunity to celebrate businesses in my constituency that lead the way in supporting people into work. They are shining examples that the Government would do well to learn from. We have already heard about some other examples.
Burwell Print provides experience to adults with additional needs and has done so for over three decades. It prints, folds and collates many of our excellent village magazines, keeping the community in touch with what is going on. It also makes soap and small ceramic gifts. Harry Specters is a luxury chocolate company founded by Mona Shah. She recently received an MBE for her services to training and employment for young people with autism. In 2012, Mona was inspired to launch the business by her autistic son, Ash, and they are proud to have autistic staff involved in every aspect of the business.
We have heard how important school is, and I also have many brilliant specialist schools across my constituency, such as the Highfields academies in Ely and Littleport and the Centre school in Cottenham, where I recently talked to some very confident students about their career ambitions. The nurture and support provided by those schools equips students with the social and intellectual skills to contribute to society.
The businesses I have met have told me of success stories where employees that they have taken on have gone on to thrive in the workplace as a result of someone supporting them. Prospects Trust is a working farm that supports people with additional needs, and it runs Unwrapped, an organic café and shop in Ely. The café has up to four supported co-workers per day, Monday to Saturday, giving people employment, skills and the experience they need to go on and make a successful career. So far, five of its co-workers have gone on to secure employment positions after their placement.
At Harry Specters, one staff member faced difficult circumstances. They struggled in traditional workplace environments, suffered long-term bullying and had retreated into self-employment as a safe space, but that was not sustainable and they were stuck in an abusive, financially dependent relationship. Mona hired them, and they have thrived ever since. They have built the confidence to speak on radio and podcasts and at hosted events. They have moved into their own flat and built an independent, stable life. I want stories like that to become the norm, not the exception.
Unfortunately, businesses are hindered by ongoing problems blighting the Access to Work scheme. I am sure that colleagues will also have heard from constituents about difficulties in accessing payments and reduction in support.
Ms Julie Minns (Carlisle) (Lab)
I thank the hon. Member for agreeing to take an intervention when I spoke with her before the debate. She speaks very eloquently about the frustrations that we see in our constituency surgeries. I had a constituent’s mother come to see me; it had taken six months for Access to Work to be put in place for him to take up a position that he had been offered. Does the hon. Member agree that the new Connect to Work scheme needs to work a lot better for these people than Access to Work has?
Charlotte Cane
Absolutely. It needs to be much faster in doing the assessments and delivering the payments.
One of Mona’s staff experienced a traumatic event that made it difficult to manage work without more regular therapy, so they applied to Access to Work. They were told that they could not be supported because they were already accessing one monthly therapy session, albeit they are paying for that privately and they cannot afford to pay for any more. They face the prospect of having to cancel their vital therapy to apply on the basis that they might get help, and in their own words:
“The message seem to be stop getting the help you need, wait months for a decision, and then maybe we’ll support you.”
Another local business, Red2Green, said the payments are so slow that it is difficult for small organisations to claim the money back, and it gives them huge cashflow problems. I have talked to individuals who have withdrawn from doing this work because they cannot afford to wait over three months before they get paid. Red2Green also told me that some neurodivergent people cannot make phone calls or advocate for themselves, but under the Access to Work scheme, it has to be them who applies, not the employer.
Claire Young (Thornbury and Yate) (LD)
Does my hon. Friend agree it is ironic that, when neurodivergent people commonly experience executive functioning difficulties, applying for Access to Work requires them to have good skills in that area, and people actually need support to access support?
Charlotte Cane
That is absolutely true, and I have seen people trying to deal with filling in the forms. These people are likely to be dyslexic or have similar conditions, so they will inevitably have real trouble with those forms. A scheme designed to grow inclusion and increase support should really do better than that.
I hope the Minister will provide a clear update on what action the Government are taking to clear the backlog and what more can be done to make its responses faster and speed up payments. Specialist apprenticeships, as we have heard, would go a long way to helping neurodivergent people into work, with expert support on a daily basis through their employment. That would provide tailored, individual work plans that take their condition into account, allowing them to get work experience while having space to adapt.
Leigh Ingham
Walton Hall Academy in my constituency, which I visited when I was first elected as an MP, continues to raise the difficulty of getting work experience for its neurodivergent pupils. Does the hon. Member agree that it is as important to support businesses through the work experience process as it is to ensure that people go through to employment? Neurodivergent pupils find it so much more challenging without that.
Charlotte Cane
I thank the hon. Member for those points; I agree entirely. We need to help employers to help these people into work and help them to thrive in work. Will the Minister set out the Government’s position on a wide roll-out of specialist apprenticeships and planned actions to encourage it? The Buckland review recommended that, in order to get some flexibility on the apprenticeship rules, the requirement for an education, health and care plan should be removed, given the difficulties families face in obtaining EHCPs. That recommendation has not yet been accepted by the Government. Will they do so today?
Manuela Perteghella (Stratford-on-Avon) (LD)
It is deeply concerning for my Stratford-on-Avon constituency that young adults over the age of 25 can no longer access NHS-funded ADHD assessments. Does my hon. Friend agree that, at a time when we should be removing barriers to employment, taking away access to such a vital first step is doing exactly the opposite?
Charlotte Cane
We have heard there is a problem with young people being assessed in school; we cannot then cut off the backstop of being assessed in adulthood. Can the Minister update us on the Buckland review’s recommendations and when they intend to publish the conclusions of their expert panel on employment prospects for neurodivergent people? Local businesses have told me that neurodivergent employees find the jobcentre system difficult to navigate, stressful and triggering. What will the Department do to adequately train jobcentre staff in appropriately supporting them?
Finally, many people do not disclose their neurodivergence or learning disability for fear of discrimination. Will the Government commit to reviewing the guidelines on disclosure and whether they adequately consider neurodivergent conditions? Neurodivergent people have so much to offer our businesses, our communities and our economy. We just need to do what my local businesses do: go above and beyond to make this the gold standard. If the Government support businesses to do that, we could unlock a sizeable community full of untapped potential and enthusiasm, which can only be a benefit to our country.
Several hon. Members rose—
Esther McVey (in the Chair)
I remind Members that they should bob if they wish to be called in the debate.
Josh Newbury (Cannock Chase) (Lab)
It is a pleasure to serve under your chairship, Ms McVey. I am pleased to have the chance to speak on the importance of supporting neurodivergent people into work. I will focus my remarks in particular on the experiences of autistic people, drawing on the voices of my own constituents and on the work of local organisations in Staffordshire. Since being elected, I have had constituents with autism reach out to my team and me, sharing with us that they find it difficult to get into and stay in work, despite being well qualified. They have spoken candidly with me about the barriers they face, as well as the skills and determination they have and can bring to an employer. Only by hearing directly from autistic people can we get this right.
The statistics remain stark. Only around 28% of autistic adults are in any form of work, compared with more than 80% of non-autistic people. That is not about a lack of ability; it is about the barriers that are in place, and the failure to make adjustments that are both reasonable and achievable.
The evidence tells us that, even with legal protections, too many disabled people and people with neurodivergence encounter managers or decision makers who simply do not believe in non-visible impairments, or who resist making adjustments. That creates mistrust, isolation and ultimately exclusion from work. We need to reduce stigma, but we also need to make it much simpler for employers. Right now many businesses, particularly small ones, simply do not know what adjustments look like in practice, how to put them in place or how to access the funding that exists to help them to do so. If we want employers to be more inclusive, guidance, training and access to support need to be much clearer, consistent and easy to navigate.
There are many positive examples. I recently met with the Staffordshire Adults Autistic Society, which does invaluable work supporting autistic people and their families. On the national stage, the inaugural neurodiversity employers index has highlighted organisations that are showing real leadership in adapting recruitment practices and workplace culture. We know that schemes such as supported internships can provide a pathway into work for young people with special educational needs and disabilities.
However, there are gaps. Supported internships, for example, are only available to those with an education, health and care plan, and many families in Staffordshire have told me how hard it is to secure one due to delays and mismanagement locally—something that we will be debating no doubt at length in this Chamber next Monday. This is not just a moral issue, but an economic one. The brilliant organisation Pro Bono Economics has shown that, by doubling the employment rate of autistic people by 2030, we can deliver up to £1.5 billion in societal benefits each and every year. As has been mentioned already, Sir Robert Buckland’s recent review concluded that to close the employment gap, we need more than just high-level words; we need practical, bottom-up support for employers, including training and long-term programmes such as Access to Work.
Tom Gordon (Harrogate and Knaresborough) (LD)
One of the things that constituents have to come to me with is worries about the proposed changes—which have now been shelved—to personal independence payments. Does the hon. Member agree that the rhetoric and language of Ministers has not helped people to want to go out and seek support to get into work, due their worries about barriers they may face?
Josh Newbury
When we approach things such as welfare reform—this is probably also true of SEND reform—it is always bound to cause anxiety for people. We absolutely have to be mindful of that, particularly in this place, with the rhetoric we use and the way we go out to consult. I am concerned that the hon. Member is picking that up in his constituency; I have certainly had constituents reach out to me with concerns about welfare changes. It is incumbent on all of us to listen to that, to appreciate where the proposals are coming from and to try to find a common ground. We absolutely can do that in this case and in the case of PIP changes.
Above all, for me, this is about fairness. Everybody deserves the dignity of meaningful work, and everyone benefits when talent is not wasted. Autistic people have so much to offer, whether in science, like Einstein, in conservation, like Chris Packham, or in the day-to-day workplaces that keep our communities and economy running. The Government have already taken important steps, creating the independent panel, ensuring that work coaches have access to autism-specific training and providing disability employment advisors to offer specialist guidance, but the real test will be whether those reforms can deliver change on the ground in job centres, interviews and workplaces.
In the shortest line possible, everyone benefits when talent is nurtured, not wasted. My ask is that the insights of the new independent panel are coupled with autism-specific training, so that constituents such as mine and thousands of others across the country can finally see the promises of inclusion turn into the practical support they need to succeed in work.
Esther McVey (in the Chair)
We have quite a lot of Members in the room wishing to speak, so can we keep speeches to a maximum of four minutes?
Jim Shannon (Strangford) (DUP)
It is a pleasure to serve under your chairship, Ms McVey. I commend the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) for her passion in this matter. She has done this House credit today and she deserves many accolades for the way that she presented the case.
I wish, as always, to give a Northern Ireland perspective on the matter, which I hope will add to the debate. The issues that the hon. Lady and others have spoken to are replicated in Northern Ireland. Some 5,367 people were recorded as having an autism diagnosis in the 2021 Northern Ireland census, and prevalence in school-aged children is much higher, reaching 5.9% in 2024-25, according to a report by the Department of Health.
Some 70,000 adults may have ADHD in Northern Ireland, according to an April ’25 BBC report citing an ADHD expert. Those figures are relevant and fresh for this debate. The same expert suggests that there are a higher number of undiagnosed adults as well, with 5% of school-aged children estimated to have ADHD, according to Northern Ireland Direct.
It is clear that there is now much more awareness of neurodivergence. That is a good thing; it means that we can help those young people, with their lives ahead of them, to find a job that fulfils them and fulfils the communities in which they live.
There are many fantastic programmes currently in Northern Ireland that do phenomenal work with those who need a different way of training to achieve the right result. One of those is NOW Group, which works with those who need training in a different way to learn their trade. It supports 1,630 people across its services and it is estimated that £1.5 million of disposable income was generated by those in paid work, meaning that every £1 invested in NOW Group generated £21 in social value—again, if we want return for our money, there it is.
However, this issue is about more than money; it is about making sure those young people have the opportunity to do well. Money does not take into account the value of dignity and pride for those who may have struggled to fit in, and now realise that there is still a place for them. That restoration of dignity, pride and confidence for those young people in work is so important. Some 257 people are in paid employment because of the service and there are 70,000 online training sessions. NOW Group is doing truly great work, but the difficulty lies in the fact that it is not funded consistently and is reliant on grants and charitable giving, as well as the goodness of volunteers who have donated 2,000 hours of voluntary service.
As we see the rise in neurodivergent diagnoses, so will the need increase for these groups, which enable young men and young women to find work and self-worth and enable businesses to realise that thinking outside the box and processing in a different way can be a bonus to running a business. The question is how we encourage businesses to see the potential in those young boys and girls.
It is my belief that the Government must pour resources into this in the same way they do for other college and education funds. I look to the Government, and particularly the Minister, to instigate sustained funding for groups such as NOW Group, Usel—Ulster Supported Employment Ltd —and others. What they do for our young people cannot be ignored. We thank them, and we look forward to more work with them in future.
Josh Dean (Hertford and Stortford) (Lab)
It is a pleasure to serve with you in the Chair this afternoon, Ms McVey. I thank the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) for securing this important debate. It is a pleasure to be able to contribute.
In my office we are very open about neurodivergence, and I am proud to work with a neurodiverse team on behalf of our residents in Hertford and Stortford. Without the support and insights of my team, I would not have been able to recognise my own neurodivergence.
In May this year I was diagnosed with ADHD, something that I am learning to navigate alongside my role as an MP and in daily life. When I was first diagnosed, I did not think much of it. I had always known that there was something just a little bit different—with a mum who is a special educational needs co-ordinator, we probably should have realised just a little bit earlier. But as time has passed, I have had the opportunity to reflect on what my diagnosis means for daily life and how it has helped me to answer questions about some of the challenges I encountered in school and work which, until now, seemed to defy explanation.
Why did my mind wander, even in subjects I really enjoyed while I was at school? Why did I feel the need to jump from task to task without finishing or, almost without realising it, to procrastinate when I was approaching something difficult? I felt anxious that I was lazy or stupid, and when I was pulled up on it, I could not explain it. Now, with the right support and medication, the fog that I have unknowingly carried around with me for most of my life has lifted and I can see that I am neither of those things—just a little bit different.
I choose now to speak openly about my experience and how it made me feel, because I hope that it will encourage any young person living with those same anxieties to seek the support that they need to overcome them and because I want them to know that they can be an MP or do whatever else it is they want to do while living with ADHD or any other kind of neurodivergence. Neurodivergent young people—all neurodivergent people—are brimming with talent, but too often the additional support or alternative provisions they need to thrive are lacking. We can see that in the challenges that they experience when seeking employment.
Young people, in particular, face specific barriers to accessing employment, especially in the transition from education to work. Over the summer, I met families, parents and carers across Hertford and Stortford to discuss their experiences of the SEND system. Without straying too far from the topic of the debate, I want to share two things they shared with me that I believe are important.
The first is that early identification, whole-family support and access to the right care, support and educational and social opportunities are essential in paving the way for neurodivergent young people to achieve better outcomes when accessing employment. The second is the need for personalised, long-term support for neurodivergent young people as they make the transition not just from education to employment, but from children’s to adult’s services. Support to stay in employment is crucial too.
I know that the Minister takes these issues seriously, so I would be grateful if he could touch in his response on the work that he and the Department are undertaking, both within the Department and across Government, to ensure that neurodivergent young people can access timely diagnoses and support. On the point about fantastic businesses and charities in our constituencies, will he also tell us how the Government will learn from and support organisations such as Mudlarks in my constituency, which has been working with young people and neurodivergent and learning-disabled people for many years, providing vital and valuable opportunities?
Sarah Dyke (Glastonbury and Somerton) (LD)
It a pleasure to serve with you in the Chair, Ms McVey. I thank my hon. Friend the Member for Ely and East Cambridgeshire (Charlotte Cane) for securing this important and timely debate and for her excellent speech.
As vice-chair of the f40 group, I know how vital fair funding is for education. Today, I want to highlight the importance of supporting neurodivergent people into employment, as not only a moral imperative, but an economic one. We need to harness the unique capabilities of neurodivergent young people, who with the right support and adjustments can and do thrive in the workplace. I would count in that number my own stepdaughter, Madelaine, who is working two jobs while studying at the University of Southampton. The Liberal Democrats are clear: every child with autism, dyslexia and other neurodiverse conditions deserves the chance to thrive in school and move confidently into work.
One of the greatest barriers to neurodivergent young people entering employment is the crisis in our SEND system. It is broken, underfunded and adversarial. In Somerset, that problem is magnified. The average student in Somerset receives over £4,000 less in dedicated schools grant funding than the best-funded authority. The impact of that underfunding is clear: schools cannot provide the early intervention services that children need, and support is limited to only the most complex cases. Families are forced to wait months, sometimes years, for autism assessments and an EHCP.
Like the SEND system, the EHCP process is horribly adversarial, pitting parents, schools and councils against one another. Teachers want to help, but often lack both the training and the resources to provide tailored support. A one-size-fits-all model does not work. Neurodivergent students must be able to attend the right setting post 16 if they are to thrive, build confidence and prepare for meaningful employment.
When young people reach the workplace, barriers remain. James from Glastonbury has autism. He told me of the distinct lack of autism-friendly jobs in our area. He seeks low-skilled, part-time work to support his mental health and build towards his career goal, but such opportunities are scarce. Stephen from Langport shared how his grandchildren were failed by the system. One never received the assessments needed in school, and got a private dyslexia diagnosis only at 16. Stephen himself, a design engineer, worked with colleagues of immense skill who had been underestimated by the education system.
Stephen’s story is a reminder that we are wasting the skills of so many children simply because they do not fit that rigid model. Nationally, only 30% of autistic people are in work, compared with 55% of all disabled people. Autistic graduates are the least likely to be in full-time work. Early intervention hubs in schools are welcome, but they must be properly scaled and resourced. Access to Work must be fixed. Delays and reduced support are undermining inclusion.
The Liberal Democrats are committed to long-term adjustments, reducing waiting times for diagnosis, streamlining NHS processes, training teachers properly and ensuring that SENCOs have the authority and time they need. If we continue to fail neurodivergent children in education, we will fail them in employment. We are not just letting down individuals and families; we are holding back our economy and our society.
Joe Morris (Hexham) (Lab)
It is a pleasure to serve under your chairship, Ms McVey. I decided to come along to speak in this debate after meeting my constituent Bryn, who recently won an award for his campaign to raise awareness of autism and learning disabilities. I have reached out to congratulate him on that success, but I also want to put on record how proud I am to represent a constituency that has within it such incredible people, who are championing the neurodivergent experience in the workplace. Having met Bryn previously, and met him again to learn more about the work he is doing, I know that suitable jobs for people with neurodiversity challenges are particularly hard to access in rural areas. That is particularly because of the difficult-to-access bus routes and other poor public transport links, the poor road surfaces and often the potentially precarious nature of employment. Hearing from Bryn directly about his experiences was incredibly informative and moving, and I thank him for giving up some of his time to meet me and share his experiences. I always try to recognise the contributions of my constituents when I am given the opportunity to speak in the House.
I also want to recognise the valuable work of Team Sunflower, an organisation in my constituency that provides integral support for adults with hidden disabilities. It provides its support and expertise to ensure that, with the right assistance available, employees can thrive in the workplace and reach their full potential. It supports a range of talented people, from photographers to dog walkers, some of whom run their own small businesses, while others remain in full-time employment. Through that valuable support, individuals have access to the help they need to navigate working environments.
The hon. Member for Ely and East Cambridgeshire (Charlotte Cane) has brought forward an incredibly important debate, and I genuinely thank her for securing time for it. I represent the largest constituency in England, and I am always reminded of the fact that, for too long, the employment support regime has been far too focused on what works in urban Britain—for people in central Newcastle, central London and central Manchester—and not nearly enough on what works in rural Northumberland. I would like the Minister to reflect a little on how we can make sure our systems work better for those in more sparsely populated areas, such as the Tyne valley, rural Northumberland, the Allen valleys and Longhorsley.
Ian Sollom (St Neots and Mid Cambridgeshire) (LD)
I thank my neighbour, my hon. Friend the Member for Ely and East Cambridgeshire (Charlotte Cane), for securing this important debate. I would like to use my time to focus on some of the great work being carried out by organisations in my constituency and to share some of the practical suggestions they have made to me for improving the current system for those organisations and the people they work with.
One organisation that I have had the good fortune to visit, and whose work I have witnessed at first hand, is Switch Now. It is a qualified alternative education and training provider that supports neurodivergent people—whom it refers to as co-workers—into employment and, importantly, helps to keep them there. Switch Now was formed 10 years ago in St Neots and predominantly works with 18 to 35-year-old neurodiverse people. It works through the British Association of Supported Employment model—the BASE model—which sees it collaborate with the local community and partner organisations to find suitable jobs in inclusive workspaces. To do that, it works closely with employers to support them in hiring neurodiverse people and in making the adaptations that make a difference. Sometimes those can be as simple as swapping from analogue to digital clocks in the workplace. That can make a huge difference to the inclusion of some neurodiverse people.
One of the key elements with alternative providers such as Switch Now is how they look at the individual and their needs, and support them in the learning, skills development and work experience required to get into employment or regular voluntary activity—as others have noted, it is important that we do not take a one-size-fits-all approach to training and skills if we are going to support neurodiverse people into work.
Switch Now’s founder, Catherine, says that its model of looking at and securing an individual’s development and training needs means that, when they do gain employment, they are less reliant on social care and benefits in the long term, and can look forward to a more fulfilling future. At present, Switch Now is working with nearly 30 young people, who are given both on and off-site training and gaining work-based qualifications.
However, there are not nearly enough organisations like Switch Now, and there are barriers to these providers. Changes to the post-16 alternative provision framework have meant that organisations such as Switch Now have less direct contact with the young people they wish to help. They now see referrals on paper, and they do not have the opportunity to meet people in person. That is very slow and makes planning quite difficult.
As always with this type of provision, funding is a challenge, particularly when it comes to best practice. However, Switch Now’s long-term success means that, over the past 10 years, 83% of its co-workers have been supported into full-time, part-time or voluntary work, because it uses that person-centred method. I encourage the Minister to reflect on the BASE approach, and on providers such as Switch Now, and to see how levers in the DWP can be used to support those providers and to support individuals into work.
Peter Prinsley (Bury St Edmunds and Stowmarket) (Lab)
It is a pleasure to serve under your chairship, Ms McVey. I thank the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) for securing this debate. It is also a pleasure to see so many colleagues from the east of England here. That is not because we have a larger number of more neurodivergent people than anywhere else, but perhaps we care a little bit more.
It is a sad truth that far too many neurodivergent people struggle in the workplace. It is an avoidable problem, one that is unfair and unjust in its own right. More than that, it is economically nonsensical. Better support for neurodivergent people would unlock the potential of millions in this country. The technology and engineering sectors show us the way, and the tremendous impact that neurodivergent people can have.
The Equality Act 2010 places a duty on employers to provide reasonable adjustments for neurodivergent people, but the reality is that these are inconsistent and inadequate. The problem starts at recruitment: traditional methods such as application forms, timed tests and panel interviews disadvantage neurodivergent candidates. Employers should be encouraged to adopt inclusive recruitment methods—for example, allowing the candidate to see the questions in advance.
We heard about the Access to Work scheme, which currently provides vital support, but it is slow, complex and inconsistent. The Government should cast a critical eye over that process and consider how to make it more streamlined.
The problem continues in employment: rigid hours, loud workplaces, obstructive technologies and a lack of written instructions all pose significant barriers to neurodivergent people. Simple steps to address problems such as those could be quick and cheap and could have a significant impact. The Government’s own research shows that most adjustments cost less than £75. Furthermore, proper neurodiversity training for managers and HR professionals would go a long way towards ensuring that those reasonable adjustments were widely understood. Sadly, employers do not know where to start, which is why we need a national framework of best practice, co-produced with neurodivergent people.
Although there is a long way to go, it is good to see the Government making some progress. As the MP for Bury St Edmunds and Stowmarket, I was delighted to see that the Government have allocated £9.5 million to Suffolk county council to provide employment support for 2,700 disabled people. That will certainly help neurodivergent people in our community get into work and stay in work, but there is much more to be done. Making adjustments is not about lowering standards, but about giving people the tools to meet their full potential. Surely that is our duty. Reasonable adjustments must become the norm, not the exception.
Vikki Slade (Mid Dorset and North Poole) (LD)
It is a pleasure to serve with you in the Chair, Ms McVey. I thank my hon. Friend the Member for Ely and East Cambridgeshire (Charlotte Cane) for securing this important debate.
It remains deeply concerning that standard teacher training includes only half a day of autism-specific education. According to a survey by the National Autistic Society, just 14% of secondary school teachers have received more than that minimal exposure. Schools and academies are required to provide five days of professional development every year, so it strikes me as bordering on negligent if at least one of those days is not dedicated to the needs of children and staff who have some form of neurodiversity.
This debate focuses on supporting neurodivergent people into employment, but we have to acknowledge that the journey begins in school. Without adequate support in education, we are setting up neurodivergent people to fail. Society must recognise that people with a range of neurodivergent traits often make exceptional employees. Their unique strengths, sometimes referred to as superpowers, can make them ideal candidates for many roles, including, as in the case of the hon. Member for Hertford and Stortford (Josh Dean), as MPs.
I speak from some personal experience. My son George was diagnosed with autism, ADHD and other neurodivergent conditions at the age of 15. His educational journey was fraught with challenges. Although his nursery, Hoppers, had recognised that he learned differently from other children, subsequent schools failed him until a dedicated special educational needs co-ordinator intervened and helped us reset, and now Philly, his brilliant teacher at Linwood school, is putting him back on the right track. Our experience shows that young people with additional needs often take a winding path, fighting for every step. But as George approaches his 18th birthday, I can confidently say that any employer would be fortunate to have him, just as his current part-time employers, Jackie’s café, and Fab and Nikki at Custom House, already know. His journey is not unique. My inbox is full of pleas from parents to create a system where their children thrive.
Let me be clear: neurodiversity is not a disease; it is a natural and valuable part of the human condition. But our education system, curriculum and the fast pace of modern life often make it harder for neurodivergent individuals to thrive in work and in life. Simple adjustments, such as using coloured paper, changing the lighting or modifying furniture layouts, can make a world of difference in the workplace, the classroom, the supermarket, the cinema and across our world. Such changes not only support people with ADHD or dyslexia, but benefit people for whom English is not a first language, those with physical or learning disabilities and those with anxiety.
Failure to diagnose children early leads to adults feeling isolated, lacking confidence and facing unnecessary barriers. As others have said, only around a third of autistic employees are open about their diagnosis, which is a missed opportunity. With the right support, neurodivergent people thrive in the workplace, but they need the Access to Work scheme to function effectively. The current delays are leaving people without vital adjustments, jeopardising their ability to work. Changes must be made in consultation with neurodivergent and disabled people.
I encourage Members to vote for new clause 2 to the Bus Services (No. 2) Bill tomorrow to allow people with disabilities to access work at any time of the day or night, and not just after 9.30 in the morning. Disabled people need to get to work if they are going to be successful. As the leader of Bournemouth, Christchurch and Poole council I was proud to attend graduation ceremonies for interns in supported internships—young people who had never been given a chance to work. Witnessing their pride and their parents’ joy at their success was truly heartwarming.
Finally, I want to make a point about the future. Historically, autism was a barrier to military service, but that is changing. Even our military is recognising that autistic individuals bring valuable skills such as analytical thinking, attention to detail and technical aptitude. If the military can embrace people with neurodivergence, any business can do so. And we must remember that it is not about accommodating people who are neurodivergent, but making sure they understand that their way of seeing the world is as valid as anyone else’s.
Alex Mayer (Dunstable and Leighton Buzzard) (Lab)
It is a pleasure to serve under your chairmanship, Ms McVey, and I congratulate the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) on securing this debate.
Our workplace, culture and society thrive not when everyone thinks alike, but when talent, creativity and difference are allowed to shine through. There is strength in diversity. Although many debates on neurodiversity understandably focus on those furthest from the labour market, I would like to focus my remarks on those who do work who do not have a learning disability, but who, as society, we absolutely need to support to keep working. The recommendations of the Buckland review were about transforming employer behaviour and workplace design to ensure inclusivity. I often find that people seem to think that that just means a knee-jerk reaction from an employer—“Have some noise-cancelling headphones, and then we are covered”—but it has to be much more than that.
I think that there are a lot more autistic people in the workplace than is suggested by any of the statistics that have been quoted in this debate. King’s College London published research yesterday that said that 89% of autistic adults aged over 40 are living without a diagnosis, so simple tweaks in the workplace could help both those who are diagnosed and those who are undiagnosed. As we have heard in this debate, such tweaks could also help many neurotypical people.
It is particularly important to make job adverts a bit less woolly. That would ensure that every applicant understands what is actually required. Designing the option of quieter spaces with softer lighting can create calmer, healthier and more productive workspaces, and in a modern world where people are popping off to do Zoom and Teams calls all the time, organisations need those quiet spaces for everyone. Flexible hours, remote working and no expectation of going to the pub after work can be much more inclusive all year round.
That is not to minimise the experience of people with autism. I firmly believe that the Equality Act is vital, and potentially more so for women with autism than men, because workplace norms are gendered. A blunt male colleague may be described as being straight-talking, efficient or assertive, whereas a woman in that circumstance is far more often judged to be rude and abrupt. Human resources studies show that women are much more likely to receive criticism about their tone or communication style.
I sometimes worry that our debates focus a bit too much on misery rather than success and happiness—I am not just talking about this debate; I think it is a matter right across this place—and I do not want any child who has received a diagnosis to think that they cannot go on to have a really successful life, so it is really important that we highlight those positive role models. They can be a Lioness. They can be an author. As my hon. Friend the Member for Hertford and Stortford (Josh Dean) pointed out, they can be a politician like him or like me. Many of us grew up watching Chris Packham on “The Really Wild Show”.
These conditions make people who they are—passionate, knowledgeable and observant. In a survey of silicon valley professionals, 30% believed that they may be on the autism spectrum. Some argue that Einstein, Leonardo da Vinci or Mozart were neurodivergent—Elon Musk, too; I am not sure whether he fits anyone’s definition of happiness, but he certainly sees the world in a different way.
Neurodivergent minds can excel to drive innovation. We succeed as a society when we embrace the talents of all. If we all did everything the same, frankly, nothing would change, and I think life would be very, very dull.
Susan Murray (Mid Dunbartonshire) (LD)
It is a pleasure to serve under your chairmanship, Ms McVey, and I thank my hon. Friend the Member for Ely and East Cambridgeshire (Charlotte Cane) for raising this important topic.
As we have heard, if we want to improve employment opportunities for neurodivergent people, we must start in schools. Too many children and young people with special educational needs and disabilities are still waiting for the right support. The system is under strain, and the result is that many are not given the tools they need to thrive. That is why the Lib Dems are calling for significantly more national funding for schools to support children with special educational needs and disabilities across the UK.
Too many schools are being forced to stretch already limited budgets, leaving pupils without the tailored help they need. If we want every child to have a fair start, the resources must be there in every classroom. Change must not be about managing down costs or restricting service access, but about giving children the capacity, training and support to improve their lives. That will save costs by driving down the number of emergencies. But school is only the beginning. The real test is whether neurodivergent people can carry those skills and that confidence into adult life and into work.
Currently, the outcomes are stark. Only around three in 10 autistic adults are in employment, and for people with other forms of neurodivergence, the figures are often equally bleak. That is not because of a lack of ability but because workplaces too often fail to adapt due to lack of experience. Neurodivergent people bring enormous strengths—problem-solving skills, creativity, attention to detail and fresh ways of thinking—yet employers frequently tell us that they are unsure how to provide the right support. Governments across the UK must step up by offering clearer guidance, better training for employers and practical help to make adjustments simple and affordable. The Liberal Democrats believe that we need a national strategy that links education to employment, and ensures that children are supported early, parents are listened to and employers are equipped to provide opportunities.
This issue is about not only fairness but opportunity. Neurodivergent people have waited too long for a system that works. With the right reforms, we can give them the chance not only to learn but, as we have heard, to build fulfilling careers and to contribute fully to our society and economy.
Daisy Cooper (St Albans) (LD)
It is a pleasure to serve under your chairship, Ms McVey. I congratulate my hon. Friend the Member for Ely and East Cambridgeshire (Charlotte Cane) on securing this incredibly important and well-attended debate.
In my years of campaigning for disability rights, I have found that people are very interested in the difference between the medical system and the social system. The medical model sees people as having an impairment, whereas the social model sees the barriers as the disabling factor to people’s lives. One of the things that I have found so fascinating, inspiring and encouraging about this debate is that so many colleagues have identified that it is the very barriers that are disabling to people who are neurodivergent.
We started the debate with a very eager intervention from my hon. Friend the Member for Yeovil (Adam Dance), who made the strong point that this issue starts in schools. I know that he is tabling a ten-minute rule Bill tomorrow to call for universal screening in schools. I hope that the Government take that Bill very seriously. I put on record my admiration for my hon. Friend for speaking with such courage about his own experience of growing up with dyslexia, and for inspiring people young and old by doing so. I also put on record my admiration for the hon. Member for Hertford and Stortford (Josh Dean) for talking about his experiences.
My hon. Friend the Member for Glastonbury and Somerton (Sarah Dyke) spoke passionately about the SEND system. My own area of Hertfordshire is also in the f40—the 40 worst funded councils for special educational needs. We see the barriers that that poses to young people, who have huge potential but cannot reach it because there is not the support in place to help them tackle those barriers.
Throughout the debate we have heard from hon. Members from a number of political parties about the work of their local colleges, self-employment initiatives, job centres, businesses and so many other places that are actively going above and beyond to tackle those disabling barriers. It was wonderful to hear from my hon. Friend the Member for Tiverton and Minehead (Rachel Gilmour) about Foxes hotel in Minehead, which is regarded as the Oxbridge of employing people with neurodiversity.
If one thing that has come out from all hon. Members’ contributions, it is that the Access to Work scheme is anything but; it could be considered the “barriers to work” scheme by many people. The phones and the forms themselves are barriers, but delays are also a huge problem. In answer to a written parliamentary question that I tabled a few months ago, it was revealed that one person had waited 393 days—more than a year—for a response to an Access to Work application. How on earth will an individual get into a job or stay in their job, and how on earth can an employer offer a job with confidence, if it takes that long for the Access to Work scheme to work? I hope that the Minister will answer that question in his response to the debate.
We often hear the saying, “All politics is personal,” and that is more relevant to this debate than to many others. I imagine that many of us who have spoken in or attended the debate are here because our loved ones—our friends, family or relatives—our neighbours, or perhaps we ourselves have experienced neurodiversity. Given the age of many of us in this room, it is possible that some grew up in an age in which they were told that they were stupid and they grew up with the stigma, and they are now form-phobic, because they are still struggling with what they were told.
I hope that what people young and old will have taken from the debate is that we in this House consider those people to have superpowers. We recognise that neurodiversity is about creativity and ingenuity. People see the world in a different way, and their way of looking at the world in a different way actually will help businesses to make different, and better, decisions. On that note, I will finish. There have been a number of questions and suggestions, and I look forward to hearing the Minister’s response.
Mims Davies (East Grinstead and Uckfield) (Con)
It is a pleasure to serve under your chairmanship, Ms McVey, and very good to see the Minister in his place after last week, when there were lots of changes. I thank the hon. Member for Ely and East Cambridgeshire (Charlotte Cane), who gave a brilliant opening speech in this important debate. All Members, across the Chamber, have contributed very strongly. It is always a pleasure for me to speak on behalf of His Majesty’s official Opposition, even though this afternoon I have missed the all-party parliamentary group on dyslexia event to which I had an invitation.
I absolutely agree about the breadth of impact of neurodivergence and the difference between it and learning disability. It was really important to set that out at the start. We are talking about different people with different needs. Like many of us, I have constituents who as parents find that funding issues are difficult, especially in rural areas, so I am very like-minded on better support for SEND. Education is what shapes us. Of course the impact, particularly in my part of the world, of the Government measure affecting small private schools and of choice being taken away from some parents has been very problematic. Many of us will have seen that in our constituency surgeries.
As Conservatives, we believe that no matter what someone’s background and talents are, their full potential should be realised, and neurodiversity as explained today is an amazing way in which difference can truly be harnessed. There have been brilliant speeches showing what real contributions people can make. Neurodivergence should be no barrier to someone’s future, yet unfortunately we have heard about challenges from too many Members today.
I thank those who have related their personal stories today. My yellow notes here remind people about my mild dyslexia—and the amount of cartridges that I go through in my constituency office. I think I have probably saved DWP a lot of money by leaving that Department, where I used a lot of yellow cartridges. But my brother has very severe dyslexia, and we go about things very differently, as people would expect. During the five years that I spent as a DWP Minister in the Conservative Government, it was my absolute privilege to work in that Department of wonderful people, as it was known when I was there—I hope it still is—helping to unlock potential and support people. As we heard today, with the right support and assistance, people can progress and thrive. In fact, this Minister is a great example of progression by being completely persistent and eventually getting his ministerial opportunity. It is great to see him there.
All of us this afternoon have spoken especially about young people, whom we want to see progress and who may face unseen and unrecognised barriers. I am thinking particularly of the covid generation—the young people who are coming through now. Under the Conservatives, people saw a transformation in disability employment, with 2.6 million more disabled people entering work since 2013—a target met five years early. There was the Back to Work plan, with a £2.5 billion price tag on it, to support that next stage; the £64 million for the WorkWell pilot; and the £53 million for universal support. I am very mindful that those are not just numbers: they represent lives changed, independence gained and dignity restored. I am very mindful, as I am sure we all are, that behind every single statistic is a person, a need and a community. We should have their backs and help them.
The Buckland review has been mentioned, of course. I had the pleasure of seeing its launch and the amazing work with the Autistica charity. The review offered 19 practical recommendations to help autistic people to start, stay and succeed in work, and to tackle the fact that around 30% of working-age autistic people are not in work. That is wrong. The supported internships mentioned today are absolutely vital, and the disability action plan—which I had the pleasure of helping to push forward—aims to ensure that the UK is the most accessible country in the world in the realm of work, tackling some of the inequalities faced in employment.
That key partnership between employers and Government, which we have heard about, helps to turn the aspirations and good practice of employers—things that look nice on websites or mindsets that people have—into the ability to support people in the workplace and make it truly inclusive. The DWP itself, and the health model offices, are about looking at it from the point of view of claimants and those who need support—to see it their way. I remember going to one office where the walls and the pillars in the room were painted differently, because neurodivergent people needed to access the room differently. That is the way that our Jobcentre Plus offices should be set up.
I am pleased to be supporting a Disability Confident breakfast in my patch to discuss and engage with the programme of understanding assistive technology and meaningful workplace changes, as we have heard today. It is vital that processes work for changed applications, and that access in technology means people are screened in rather than screened out.
Under Labour, I am afraid the welfare system is growing, and it is vital that those on universal credit, or whose lives are being wasted and potential squandered, are understood and helped. In fact, the Sussex chamber of commerce has been doing some great work in my own backyard with Little Gate Supported Employment, Genius Within and other great local employers such as PVL, Time 24, Thriiver and many others.
Removing barriers is hard for employers in all sectors and of all sizes, so partnership and best practice are vital. As the official Opposition, I offer to work collaboratively with the Minister and employers to help people to get in and stay in work. We in the Opposition will continue to focus on social mobility and life chances. I hope the changes at DWP make the impact that is needed, and I welcome the skills brief being brought into DWP. That is something I worked on and would have loved to have seen it realised.
We have heard about the challenges around Access to Work and the flexible support fund, but with technology and the right attitude, employers can make small changes that make a huge difference. Access to Work needs to be updated, and we recognise that DWP has certain needs in this. With employer adjustments—better training, HR and mindset—all this means that if someone is not the finished article, they can get through the door and become one.
Finally, Ms McVey—I can see you are rightly looking at me—welfare reform and living within our means are vital, because if we are to get back to being productive, to grow and to ensure there is support for those in the welfare system, we need people to be paying in. Sadly, Labour’s unemployment Bill is a concern, smothering employers with more red tape, making it more difficult for our constituents to generate revenue and offer jobs, and making it harder for young people—the ones particularly impacted by the pandemic—to get the start they need.
Labour rightly promised change—we have all seen the change in the last few weeks—and I hope this new opportunity is taken. Our mission in government, which the current Government should share, was to focus on delivery and on the vital outcome of making the UK the best and most accessible place in the world, where the employment needs of people with neurodiversity or other learning need, are met. That way, people can live, work and thrive in this economy.
The Minister for Social Security and Disability (Sir Stephen Timms)
I am delighted to serve with you in the Chair, Ms McVey; you have a long-standing record in this area. I congratulate the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) on securing the debate and the telling points she made in opening. I am grateful to everybody who has contributed to a good debate.
We want to achieve an overall 80% rate of employment, as key to delivering the economic growth and widely shared prosperity we all want. To achieve that, the employment rate among disabled people, those with health impairments and neurodiverse people has to increase. The disability employment gap was first measured in 1998 and fell steadily from then until 2010, when it reached about 30%, but it has been stuck there more or less ever since. It moved around a little bit, down to 28% at one point, but it is pretty much where it was in 2010. That means, as we have rightly been reminded, that many people who have a great deal to contribute and want to work have been denied the opportunity to do so. That needs to change. We specifically need to get the disability employment gap back on to a downward track.
As we have been reminded, the picture is worse still for neurodivergent people. Only 31% of autistic people are in any sort of employment, compared with 55% of disabled people overall. There is a gap within the disability employment gap, to which the Buckland review drew attention. I join my hon. Friends the Members for Dunstable and Leighton Buzzard (Alex Mayer) and for Hertford and Stortford (Josh Dean) and the hon. Member for Mid Dunbartonshire (Susan Murray) in highlighting how big a contribution neurodivergent people are making and can make if they have opportunities and if the barriers holding them back are removed. We need to do much better to deliver the economic growth we need and because good work is good for health and wellbeing.
Like others in the debate, I have made a series of visits to look at initiatives supporting people with learning disabilities into work. It is great to hear so many examples read into the record. Last December, I went to New Warlands farm in Durham, to the North East Autism Society’s vocational training centre. I met autistic adults working on the farm doing interesting things, such as making superb juice from apples grown in the orchard. The farm also had programmes on woodworking and IT.
In April, I visited Little Gate farm near Rye, mentioned by the hon. Member for East Grinstead and Uckfield (Mims Davies) when speaking for the Opposition. I was also impressed by what is happening there. We looked at two social enterprises that equip adults with learning disabilities and autism with skills and pathways into paid work. In June, I visited Northwick Park hospital, which every year recruits autistic people for supported internships, many of whom go on to permanent roles in the NHS. The staff love that impressive programme, which the hospital has been running for years. The hospital chief executive made the point that NHS staff find it extremely rewarding to support the interns and they enjoy that part of the job.
In July, I visited DHL at Heathrow to see how the DHL UK Foundation works alongside charity partners to provide work placements to 16 to 25-year-olds with learning disabilities or autism who are currently out of work. Last month, I went to Yusen Logistics in Wellingborough to see how that global supply chain logistics company is working with Mencap as part of its interns and outcomes programme, giving practical work experience to young people moving from education into employment—a difficult transition as we have rightly been reminded—or on to further study. The colleagues of the person with a learning difficulty I met in Wellingborough emphasised to me both how good he was at his job and, notwithstanding the support he needed, how much they enjoyed working with him.
Tom Gordon
The Minister has outlined a plethora of different places he has visited. I invite him to visit some of the fantastic organisations in my constituency, such as the Artizan café, for people who have learning disabilities and neurodivergence; Horticap, a garden centre with a similar scheme; or Henshaws college in Harrogate. I wish to press the Minister a little. He talks about how these are all fantastic organisations and schemes; many of them are charities and they face an increase in employer national insurance contributions. Will the Minister outline how he might support these fantastic organisations in helping and supporting people with neurodivergence?
Sir Stephen Timms
Unfortunately, I cannot promise to visit all the employers that have been mentioned in the debate, but we certainly want to support them because they are doing a great job. I will say a bit more about what we are doing, and planning to do.
We need evidence for policies to deal with the barriers that neurodivergent people face in getting into work and once they are in the workplace, such as those rightly highlighted by my hon. Friend the Member for Hertford and Stortford. We need evidence to establish and clarify the characteristics of successfully inclusive workplaces.
In January, as has been mentioned, we set up an independent panel of academics with expertise in and lived experience of neurodiversity, led by Professor Amanda Kirby. It is reviewing the evidence on neurodiversity in the workplace to assess why neurodivergent people have poorer experiences and a low employment rate, and what we can do about it. Its advice will also focus specifically on how employers can support neurodivergent people at work, which has rightly been an important theme in the debate. We need practicable strategies for employers that are simple for them to adopt, with low cost or no cost at all.
The panel conclusions will build on the Buckland review of autism employment, which focused specifically on autism. Together with my hon. Friend the Member for Ellesmere Port and Bromborough (Justin Madders), who was the Employment Minister until the weekend, I met Sir Robert Buckland after the election to discuss his valuable contribution to this policy area. I am looking forward to the panel’s findings and recommendations in the coming weeks—I think somebody asked when that would be.
Mims Davies
As well as the expert panel and the updates from the Buckland review, will the Minister undertake to use his good offices in the DWP and across government, including the NHS and other public sector employers, to ensure that the learning is used? As we have heard, it is tough in the wider labour market. Support is already given to care leavers across Government and by the Minister’s own Department; will he lead the way in the DWP?
Sir Stephen Timms
Yes, there are opportunities to do exactly that. We will look at the recommendations from the independent panel along with the results of the “Keep Britain Working” review, which is led by Sir Charlie Mayfield and is investigating how employers can reduce health-related inactivity. We want to bring all this work together to make a real difference. We are expecting the recommendations from Sir Charlie Mayfield in the autumn, so there will be a lot going on this policy area, with opportunities for improvement.
Jim Shannon
I thank the Minister for his response to all the requests we have made collectively and individually. I am very keen to show that we can have an exchange of views and share ideas. In particular, I want us to share some of those ideas with the relevant Minister in Northern Ireland, to ensure that the good things we do there can advise Ministers here, and vice versa. Does the Minister intend to ensure that will happen? If so, I would welcome it.
Sir Stephen Timms
I have had a number of opportunities to speak to my counterpart Minister in Northern Ireland and I am sure there will be more—I have always enjoyed those conversations. I have not yet had the opportunity to visit Northern Ireland but that might also be a possibility.
The new jobs and careers service that we are setting up is a key reform. To echo the points made in the debate, the new service will deliver much more personalised support than has been provided in the past, moving away from the one-size-fits-all, tick-box approach that far too many people think of as characterising Jobcentre Plus. We need to be different from that. The pathfinder we have set up in Wakefield is testing how a personalised offer could be much more responsive to different support needs, including those of neurodivergent people in particular. We are testing how to make the jobcentre environment more accessible for both jobseekers and DWP staff with support needs, including neurodiversity. The findings of the academic panel will also help us to shape the new service.
Our new Connect to Work service, which is being locally commissioned and will cover the whole country by early in the new year, includes a specialist pathway for those with particularly complex barriers, using the IPS—individual placement support—methodology and the supported employment quality framework, which has been overseen by the British Association of Supported Employment, which I think the hon. Member for St Neots and Mid Cambridgeshire (Ian Sollom) mentioned. There has been close collaboration with BASE in drawing up Connect to Work, which I think will make a big difference over the next few years.
Participants in Connect to Work will be given a dedicated specialist employment support adviser to work alongside them, understand their career goals and help them to address specific barriers to employment. We are taking a very different approach. The methodology is being tightly defined—the IPS and the BASE framework—but the service is being commissioned entirely locally. The decisions about who to involve and which organisations will take part are being made entirely locally by, I think, 42 groups of local authorities around the country. I am hopeful that that increasingly devolved approach will allow us to make substantial progress.
Mims Davies
The Minister is being very generous in giving way. That commissioning model will be music to most constituency MPs’ ears. How will DWP monitor the local output and changes for people on the ground?
Sir Stephen Timms
The hon. Member raises a good point. What we will need to do, and what we are committed to doing, is to publish the outcomes from all 42 different programmes so that everybody can see how they are getting on. I am sure that some areas will do better than others, and where there is a problem, we will be able to provide additional support.
Daisy Cooper
We would all welcome a framework for monitoring the outcomes and the results, but we have heard today that people face many barriers in trying to access these kinds of schemes. Will the Government consider requiring service level agreements, so that when people apply to the schemes or engage with them, they know what they are going to get, how they are going to get it, and how quickly they are going to get it?
Sir Stephen Timms
I need to correct myself: there are 47 areas, rather than 42. It will be for each local area to work out how best to engage people and establish the kind of confidence that is needed. I hope Members will watch closely what happens with Connect to Work, because it is a big opportunity.
A number of Members understandably raised Access to Work. There are problems with Access to Work, reflecting the substantial surge in demand for the scheme over the years—I think last year it went up by 30%, and I think it went up by a larger proportion in the year before and the year before that. We have put well over 100 extra staff on to administering the scheme, to try to get on top of the growing delays and waiting lists, but they have continued to grow, so in the “Pathway to Work” Green Paper, published in March, we consulted on the reform of Access to Work. How can we do a better job, hopefully supporting a larger number of people, and certainly without the lengthy delays that people are suffering at the moment? We have set up a collaboration committee, which includes representatives of disabled people’s organisations, to work with us on the proposals. We are currently working on the consultation responses with that committee, and I look forward to bringing forward proposals for reform before too long.
Tailored support is crucial for young people. There are nearly a million people not in education, work or training, which is more than one in eight of all young people. A significant number of them are almost certainly neurodivergent. Our “Get Britain Working” plan includes the new youth guarantee for 18 to 21-year-olds, to ensure that young people can access quality training, apprenticeships or help to find work, and eight trailblazers are testing localised approaches to support young people, including neurodivergent young people who are likely to face additional barriers and who need further support.
A number of Members rightly reminded us of the crucial role of employers in all this, and we heard some great examples of employers committed to providing support for neurodivergent employees. The Government have a range of support in place for that. My hon. Friend the Member for Cannock Chase (Josh Newbury) was absolutely right to make the point that employers can find it difficult to know what they are supposed to do. It can be quite nerve-racking for conscientious employers who want to do the right thing. Our digital offer is support with employee health and disability, and tailored guidance on supporting employees, including how to effectively support those who are neurodivergent or have learning disabilities. My hon. Friend the Member for Bury St Edmunds and Stowmarket (Peter Prinsley) rightly highlighted the importance of that support.
I hope we are going to see more job carving, whereby an employer takes an existing role and reshapes it to suit the skills of a particular individual. One example that the Department knows of is a firm that had three vacancies for legal secretaries. It wanted to address the under-representation of disabled and neurodivergent people in its workforce, so it created a new support role across the team for tasks that did not require legal expertise, and that role was filled by an applicant with autism. That person did a great job, and other team members said afterwards said that the initiative made them want to stay with the firm. There is an important point here about the support from employees generally for doing the right thing for neurodivergent employees and would-be employees.
The disability confidence scheme that the shadow Minister, the hon. Member for East Grinstead and Uckfield (Mims Davies), referred to encourages employers to create disability inclusive workplaces. I think we can improve it. We need to make the criteria for accreditation more robust, and the Department has been consulting a wide range of stakeholders, organisations and individuals on ideas over the summer. Look out for more on that over the coming months.
In our ambitious programmes of strategic reform—the “Get Britain Working” White Paper, the “Pathways to Work” consultation, the “Keep Britain Working” review and the neurodiversity panel—we are starting to set a new course. We are keen to continue to work across Government—a point rightly raised—as when we jointly provided evidence to the House of Lords special inquiry Committee on the Autism Act 2009 earlier in the year. We all have a part to play—every Department of Government—and I look forward to seeing the report and the recommendations from that Committee on the development of a new strategy later this year.
This subject matters to every single neurodivergent person who has been denied the opportunity to thrive and achieve their best in the past—but it also matters to every one of us, to the whole economy and to our whole society. I hope we see substantial progress in the years to come.
Charlotte Cane
I thank everyone who spoke in the debate. It is good to see that across parties we are all agreed on this issue. We have heard about the many barriers that people face, but we have also heard about some really good employers and opportunities. I welcome the Minister’s commitment to build on the Buckland review and to work with the independent panel to come up with ways to overcome the barriers. I really welcome the personalised jobs and careers support, which can make a huge difference, and I am grateful that the Minister recognises the problems with Access to Work and is trying to address them, but mostly—
Motion lapsed (Standing Order No. 10(6)).