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.
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?
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.
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?
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.
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.
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?
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.
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.
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?
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.
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?
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.