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Description
This comprehensive e-learning course explores the Disability Employment Gap (DEG) in Scotland, examining the historical, societal, and policy-related factors contributing to the disparity in employment outcomes for individuals with disabilities. Learners will gain an in-depth understanding of the barriers people with disabilities face in entering and sustaining employment, and how these challenges impact individuals, employers, and the wider Scottish economy. The course provides actionable insights into creating inclusive recruitment practices, developing supportive workplace cultures, and offering effective strategies for improving career progression and retention for disabled employees. By the end of this course, participants will be equipped to develop and implement strategies aimed at reducing the Disability Employment Gap within their organisations.
Learning Outcomes
By the end of this course, learners will be able to:
- Define the Disability Employment Gap and understand its historical context in Scotland.
- Identify the key barriers to employment for individuals with disabilities.
- Understand the Equality Act 2010 and its implications for disability discrimination in the workplace.
- Assess the impact of the Disability Employment Gap on individuals, society, and the economy.
- Promote inclusive recruitment practices and create accessible job descriptions and adverts.
- Develop strategies for fostering an inclusive workplace culture and challenging disability bias.
- Support career progression and retention of employees with disabilities.
- Develop and implement action plans to reduce the Disability Employment Gap in the workplace.
Module 1: Understanding the Disability Employment Gap in Scotland
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Lesson 1.1: Introduction to the Disability Employment Gap in ScotlandLesson 1.1 introduces the disability employment gap in Scotland, explaining its definition, employment statistics, and the societal barriers that contribute to persistent inequalities.
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2
Lesson 1.2 Historical Context
Lesson 1.2 explores the historical treatment of disabled people in Scotland, showing how past exclusion, institutionalisation, and discrimination have shaped today's employment challenges and attitudes.
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Lesson 1.3: The Current Disability Landscape in Scotland
Lesson 1.3 examines the current disability landscape in Scotland, exploring disability prevalence, the distinction between visible and invisible disabilities, and the most common disabilities in the workforce, along with their impact on employment and workplace inclusion.
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4
Module 1 - Self Reflection Assignment
Module 2: Barriers to Employment for People with Disabilities
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Lesson 2.1: Attitudinal Barriers
Lesson 2.1 explores how negative attitudes, stereotypes, and misconceptions about disability create barriers in the workplace and limit fair employment opportunities.
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Lesson 2.2: Physical and Environmental Barriers
Lesson 2.2: Physical and Environmental Barriers
From inaccessible office spaces to technology gaps, physical and environmental barriers continue to exclude disabled workers. This lesson highlights the challenges of workplace accessibility and the importance of creating inclusive spaces.
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Lesson 2.3: Educational and Skills Barriers
Limited access to education and workplace training creates significant obstacles for disabled people seeking career advancement. This lesson explores how gaps in education and skills development reinforce the disability employment gap.
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Lesson 2.4: Societal and Cultural Barriers
Cultural perceptions, social isolation, and media representation all shape the way disability is understood in society. This lesson explores how societal attitudes impact employment opportunities and workplace inclusion.
Module 3: Legal Frameworks and Policies
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9
Lesson 3.1: Understanding the Equality Act 2010 and Disability Rights in Scotland
This lesson introduces the Equality Act 2010, explaining how it protects disabled people from discrimination, defines disability, and outlines the legal duty to make reasonable adjustments in the workplace.
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10
Lesson 3.2: Scottish Government Policies on Disability Employment
This lesson explores current Scottish policies aimed at improving disability employment, highlighting how they differ from UK-wide approaches and emphasise flexibility, local delivery, and holistic support.
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11
Lesson 3.3: International Comparisons
This lesson compares Scotland’s disability employment gap with other countries, examining international good practices and Scotland’s role in global disability rights advocacy.
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Module 3 - Self Reflection Activity
Module 4: The Impact of the Disability Employment Gap
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Lesson 4.1: Impact on Individuals
In this lesson, you'll explore how the disability employment gap impacts individuals financially, socially, and psychologically — and hear real stories that highlight how exclusion from work affects people’s daily lives, wellbeing, and future opportunities.
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Lesson 4.2: Impact on Scottish Society and Economy
This lesson examines the broader consequences of the disability employment gap on Scotland’s economy and society, highlighting the cost of lost productivity, talent, and the long-term effects of systemic exclusion.
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Lesson 4.3 Impact on Employers
This lesson explores how closing the disability employment gap benefits businesses, highlighting real-world case studies and the commercial advantages of inclusive practices.
Module 5: Strategies for Closing the Disability Employment Gap
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Lesson 5.1 Employer-Focused Solutions
This lesson explores practical, legally-required and voluntary actions employers in Scotland can take to directly reduce the disability employment gap, from inclusive recruitment to effective workplace adjustments.
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Lesson 5.2: Government and Policy Initiatives
This lesson explores Scottish Government initiatives and funding that support employers to reduce the disability employment gap, including Access to Work, inclusive apprenticeships, and programmes like Project SEARCH.
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Lesson 5.3: Role of Technology and Innovation
This lesson explores how technology and innovation can reduce the disability employment gap by removing workplace barriers and supporting inclusive practices.
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