Around 1 in 50 adults in the UK has a learning disability (Mencap research published here). Of these, only 4.8% are in paid employment (annual Short and Long Term Support data collected by local authorities here). Frequently, organisations are reluctant to employ people with learning disabilities due to misconceptions, primarily about performance at work and associated expense. In reality, people with learning disabilities are frequently able to do a job just as well and be just as productive at work as anyone else. Having them as part of the workforce can in fact provide tangible benefits to an organisation’s culture and public perception. In this article, we aim to dispel some of the most common misconceptions and highlight some of the benefits connected with employing people with learning disabilities.

What are the key misconceptions about people with learning disabilities in employment?

Learning disabilities are cognitive disorders which affect how someone’s brain functions. These disabilities can affect people by making it harder for them to learn or understand things. This may lead employers to think that people with learning disabilities are inherently "worse" workers than those without.

However, this is often not the case. Employees with learning disabilities can be just as effective at work and loyal to their employer as anyone else. In fact, there is some evidence that those with learning disabilities take fewer sick days or other absences and stay in their job 3.5 times longer than non-disabled co-workers. In a study of 261 employers, work supervisors said that there was, on average, no significant difference in work performance between disabled and non-disabled workers (see the findings in Mencap's "Good for Business" report here). 

Moreover, there may be an assumption that people with learning disabilities can only work in some very specialised workplaces that can accommodate their needs. This is also often incorrect. People with learning disabilities can work in a wide range of roles across numerous sectors. Mencap says here that people with learning disabilities do well in roles with repetition and structure, such as entry level roles in catering, hospitality, warehousing, cleaning, admin and retail. That said, every person with learning disabilities is different and has particular interests and skills, just like anyone else. While people with learning disabilities may need slightly longer to learn a role and some support while at work, they can often be just as capable as a non-disabled co-worker.

People with learning disabilities may have a right to reasonable adjustments to support their work and organisations may assume that this will be a prohibitively expensive outlay. In reality, adjustments can be as simple as a specialised keyboard, the person in question being allowed to work from home, or the recruitment process being changed to allow for work trials rather than a formal interview. Such adjustments will usually not result in extensive further costs for an employer and may be only a one-time outlay. (Again, see Mencap's "Good for Business" report.)

Finally, there may also be concerns that people with learning disabilities cannot be disciplined if they are underperforming or conducting themselves poorly at work. This is not the case – they can be disciplined just like any other employee, albeit adjustments to expectations and objectives should be made, and any disciplinary or capability process will have to take into account any requirement to make appropriate reasonable adjustments. Admittedly, there are traps for the unwary and we would caution against taking any action without advice in order to limit exposure to disability discrimination claims. 

What are the benefits of employing someone with a learning disability?

Aside from the reasons noted above regarding job performance and loyalty, there are several potential benefits to a business that hires people with learning disabilities. These include:

• They may have a more loyal workforce – employees with learning disabilities have been found to be more loyal to their employers.
• Studies have found there can be a marked positive impact on the morale of co-workers.
• There will be an improvement on workplace diversity and attitudes within an organisation.
• Reputation is improved – consumers have a positive opinion of organisations with a diverse workforce.
• They will see improvements in their organisation's culture and public image.

Dispelling myths about employees with learning disabilities

Many of the myths surrounding employing people with learning disabilities are just that – myths. If we can dispel the myths, we create more opportunities for people with learning disabilities and employers benefit from a loyal and motivated workforce. Mencap has numerous resources available for employers who are interested in employing someone with a learning disability.