6. To ask the Scottish Government whether it will provide an update on its interim goals of reaching 50 per cent of disabled people in employment by 2023 and 60 per cent in employment by 2030. (S6O-02169)

The latest available Office for National Statistics annual population survey data indicates that, in the year from January to December 2022, the employment rate for disabled people in Scotland had increased to 50.7 per cent, from the previous year’s figure of 49.6 per cent. That means that we have achieved one year early our first interim target of 50 per cent of disabled people being in employment, and we are currently on track to achieve the subsequent target of 60 per cent by 2030. The refreshed fair work action plan that was published last December sets out the further actions that we will take to meet our aim of halving the disability employment gap by 2038.

ACS Clothing in my constituency has recognised that standard interview processes often exclude disabled people from securing jobs right at the outset, and the company’s inclusive approach has helped earn it disability confident leader accreditation.

What further action will the Scottish Government take to support an increase in the number of employers practising inclusive and accessible interview processes, with a view to more local employers recognising and benefiting from the talents that disabled people bring to our workplaces?

I thank Stephanie Callaghan for her question and, indeed, for her work through the cross-party groups on autism and learning disability to support the improvement of disabled people’s lives. I also congratulate ACS on the work that it is doing to create an environment in which disabled people can partake in and benefit from inclusive and accessible interviews.

The Scottish Government believes that a culture change is required for employers to have the competency and confidence to offer appropriate support to disabled people in order to access work. To date, we have invested close to £1 million in a public social partnership that is working to improve recruitment and retention rates for disabled people by developing and testing different types of support for employers. Through that partnership, ACS was supported to attain the accreditation that Stephanie Callaghan has referred to.

Last year, we commissioned a disabled people’s organisation to deliver a programme of training and development on disability inclusion and, equally, to do so on a test-and-learn basis in two fair start Scotland contract areas. The programme includes development of accessible interviews.

Does the Government plan to produce a refreshed employment action plan that will reduce the disability employment gap and address the challenges of the post-Covid labour market?

I am certainly happy to consider that. We must recognise the impact that Covid has had on disabled people entering the employment market.

I am also happy to work with Jeremy Balfour and others to ensure that the United Kingdom Government is living up to its responsibilities in this area. I am old enough to remember the UK Government having a target to halve the disability employment gap. Sadly, that is no longer the case.

The Deputy Presiding Officer:

Question 7 has been withdrawn.