Empowering individuals with learning disabilities and autism: a path to inclusive workforce and healthcare

In the realm of mental health and employment, the intersectionality of learning disabilities, autism and their co-occurring mental health challenges presents a complex landscape. While the benefits of gaining employment on mental and physical wellbeing are widely recognised, individuals with learning disabilities and autism face unique hurdles. 

A 2023 survey found that 86 per cent of adults with learning disabilities aspire to work, yet the actual employment rate among this demographic remains dismally low, possibly as low as 4.8 per cent in England. These stark figures are the result of several barriers, from difficulties filling out applications to benefit concerns. 

An overlooked discourse

Whilst we are aware mental health problems represent a significant barrier to employment across the population as a whole, what is perhaps less understood is the profound impact of unemployment on the mental health of individuals with learning disabilities and autism.

… the incidence of mental health disorders is likely to be 15-52 per cent higher than in those without a learning disability or autism

Studies suggest that the incidence of mental health disorders is likely to be 15-52 per cent higher than in those without a learning disability or autism. Yet the discourse often overlooks the intricate relationship between employment and mental wellbeing for these individuals.

At the heart of this issue, we recognise a pressing need for tailored interventions that acknowledge unique needs and interventions of individuals with learning disabilities and autism. As part of the Mental Health and Employment Partnership (MHEP) at Social Finance, we led on an initiative to bridge this gap by facilitating meaningful and sustainable employment opportunities of individuals in the London Borough of Tower Hamlets. Running for three years between 2020 and 2023, the project delivered a targeted supported employment intervention for those with learning disabilities and autism and resulted in transformative outcomes for individuals and the broader healthcare system. 

Jameela’s story

One example of this is 20-year-old Jameela, who has been accessing the Job and Enterprise Training (JET) service since 2019 when she was a SEND (special educational needs) student. When Jameela first accessed JET, she was shy, lacked confidence and was selective in her communication. 

After regularly attending sessions, Jameela excelled in work-related activities and skills training exercises. Through JET social enterprise projects she gained confidence, found her voice and became an expert deliverer of customer service.

JET helped Jameela to find a job in the offices of a large accountancy firm in Canary Wharf. She is now in a workplace that fits her professional and lifestyle needs, and this has helped her to pass her 12-month sustained employment milestone. 

Beyond the statistics

Let us remember that behind every statistic lies a human story waiting to be told

Beyond the statistics and methodologies, the initiative underscored a fundamental truth: empowering individuals with learning disabilities and autism is not just a matter of social justice, it’s a strategic focus for the NHS and healthcare providers.

Let us remember that behind every statistic lies a human story waiting to be told. It’s about the dignity of work, the resilience of spirit and the promise of a brighter future for individuals with learning disabilities and autism. 

The benefits of inclusion for Jameela and others reach beyond the workplace, creating positive ripples throughout the healthcare system and society. 

By providing individuals with the opportunity to contribute to society through meaningful employment, we not only enhance their sense of purpose and self-worth but also alleviate the strain on health and care services. 

By unlocking the potential of people living with learning disabilities and autistic people, we can promote both a more inclusive society and long-term savings across health, mental health, and social care. 

Rethinking traditional employment support

Collaborative efforts are needed to rethink traditional employment support approaches. It’s about removing the one-size-fits all solution and embracing personalised interventions that honour the unique strengths and challenges of each individual. Behind this is the need to effectively scale and commission such supported employment services for people with learning disabilities and autism. Through MHEP and working with the London Borough of Tower Hamlets we know that it is imperative to measure long-term impact, particularly for individuals with learning disabilities and autism who often require extended in-work support. 

Commissioning services for a minimum of three-to-five years and leveraging schemes like Access to Work would ensure sustained support. Moreover, the demand for personalised support necessitates lower caseloads and dedicated staff for long-term assistance. Unlike traditional models, referral patterns in this context are often uneven, requiring tailored outreach strategies and collaboration with existing support networks. Supported employment represents just one facet of a comprehensive approach to workforce inclusion. The journey towards work readiness for individuals with learning disabilities and autism often begins with high-quality internships or apprenticeships, underscoring the need for holistic employment pathways.

As the government and political parties consider their support offer to help people with learning disabilities to access paid employment, we would hope the lessons of MHEP serve as guides towards fostering a more inclusive and equitable employment landscape.

Fergus Hamilton is senior analyst at Social Finance. You can follow Social Finance on X (formerly Twitter) @socfinuk and on LinkedIn @Social-finance