SWU National Organiser & Union Contact Manager Jessie Hoskin, SWU General Secretary John McGowan, and the SWU funded Austerity Action Group reflect on the importance of challenging inequality for a safer workplace for everyone.
On International Workers’ Memorial Day we must confront how disability benefits are still being framed as a “burden on working people”—as if disabled people exist solely outside the category of working people. This false division erases the reality that many disabled people are workers who face additional barriers.
The significant cuts proposed in the Government’s Pathways to Work Green Paper have been widely criticised for targeting disabled people and the most disadvantaged in our society. A Freedom of Information (FOI) request to the Department for Work and Pensions (DWP) revealed that 87% of the working age people currently receiving the standard daily living PIP would no longer qualify for this benefit under Labour’s proposed new rules.
The Personal Independence Payment (PIP) isn’t an alternative to employment but essential support that covers disability-related costs—specialised equipment, transportation, and personal care that non-disabled workers don’t face.
The Joseph Rowntree Foundation impact analysis of these disability benefit reforms says that overall the measures will push 400,000 people into poverty. This includes ill and disabled people and unpaid carers, and it is estimated that the measures will have a significant disproportionate impact on women. The Child Poverty Action Group is estimating that the key changes in the Green Paper alone, when fully rolled out, will amount to a £5bn cut to social security and will push an additional 100,000 children into poverty over the long term.
Cutting these benefits doesn’t “encourage work”; it makes work impossible for many.
We must challenge the assumption that work is inherently good for everyone. Consider how many people become disabled through work itself: 12 million working days are lost annually to work-related injuries and illnesses. Back injuries, repetitive strain, and stress. Standard workplace environments can also be harmful for many disabled people, exacerbating conditions and creating new health problems.
The social model of disability recognises that people are disabled not by their impairments but by environments and attitudes that fail to accommodate their needs. When workplaces make adjustments for disabled people, they create environments that benefit everyone—health and safety is improved, accident rates lower, and risk of distress is reduced. Yet recent suggestions of cuts deliberately misunderstands this, placing the burden on disabled workers rather than creating accessible workplaces.
We believe that everyone should have the right to live full lives, that people ultimately best understand their own capacity, and that human worth isn’t measured by productivity.
Some disabled people cannot and will never be able to work—and this doesn’t diminish their value. Our society must support disabled people regardless of their employment status.
Let’s reject the false division between “working people” and disabled people, and oppose these proposed benefit cuts that fail to understand PIP’s purpose. Human dignity exists independent of productivity—our social systems should reflect this truth.
We encourage you to answer the Government consultation seeking views on approaches to reform the health and disability benefits system and employment support which runs until 30th June 2025: https://www.gov.uk/government/consultations/pathways-to-work-reforming-benefits-and-support-to-get-britain-working-green-paper
The trade union movement: pushing for change and challenging inequality
General Federation of Trade Unions (GFTU) President Sarah Woolley – who is also the first female General Secretary of the Bakers, Food and Allied Workers’ Union – spoke at the SWU Conference about breaking down barriers, growing the wider trade union movement, giving a voice to our diverse community of members, and getting involved in grassroots activism:
“Creating safer workplaces that actively challenge inequality is central to our ongoing mission as a trade union movement, and the movement has significant opportunities ahead to build on its successes.
“Creating safe channels for women and other marginalized members to speak out against injustices such as sexual harassment, racism, homophobia, transphobia, period poverty, pensions disparity, menopause stigma, and domestic violence will strengthen our collective capacity. By maintaining honest, open dialogues within branches and workplaces, we can dismantle harmful myths perpetuated by right-wing rhetoric and arm union representatives with effective negotiation tools. Concrete measures, including paid leave for survivors of domestic violence, provision of free sanitary products, robust sexual harassment reporting mechanisms with clear accountability, and comprehensive risk assessments inclusive of menopause symptoms, will demonstrate our movement’s commitment to tackling inequality head-on.
“These discussions, while essential, can sometimes be uncomfortable and risk being sidelined. However, confronting these issues openly signals to our members and potential members that their experiences matter deeply, increasing their engagement and active participation. Some unions have made impressive progress by drafting comprehensive workplace policies and initiating training, but we must ensure that these essential conversations remain at the forefront of our collective agendas.
“To cultivate inclusivity further, addressing imposter syndrome is critical. Many of us, particularly women and those from Black or Ethnic Minority backgrounds, struggle with feeling undeserving of our roles. Establishing robust support systems within unions is crucial to affirm that our voices and contributions are valuable and necessary. Recognizing the extra hurdles women, Black and Ethnic Minority people, disabled people or from the LGBTQ community often face in achieving leadership roles can help dismantle existing barriers and shift outdated perceptions.
“Digital innovation also presents vital opportunities. The COVID-19 pandemic taught us the value of digital platforms like Zoom, Teams, WhatsApp, and emerging chatbot technologies, all of which break down barriers for members who may not physically attend events but are eager to contribute. Maintaining and expanding digital engagement ensures continued accessibility and inclusivity, allowing diverse groups to convene virtually, discuss shared issues, strategize campaigns, and disseminate best practices efficiently.
“By sustaining these conversations and initiatives, our union movement can profoundly impact workplace equality, safety, and inclusivity, driving broader societal change through proactive, inclusive unionism.”