Breaking the Cycle — Disabled Young People, Welfare-to-Work Schemes, and the Way Forward in Wales
The Vicious Cycle of “Support” Without Results
Too many disabled and neurodivergent young adults in Wales find themselves trapped in revolving-door employability programmes — an endless loop of provider appointments, action plans, and job search workshops that yield few real jobs. Despite over 20 years of the Welsh Government adopting the social model of disability, “too many people with impairments face barriers to the world of work” (Welsh Government, 2021). Wales continues to hold the highest disability employment gap in Britain, currently around 30 percentage points (StatsWales, 2023). In real terms, this means many disabled youth (ages 16–30) cycle through government-funded schemes with very little to show for it.
Outcome Failures: What the Data Tells Us
The UK Department for Work and Pensions (DWP)’s flagship Work Programme (2011–2017) and successor Work and Health Programme (WHP) both undershot their targets for disabled jobseekers. Under the Work Programme in Wales, only 1 in 4 disabled participants achieved a sustained job outcome (DWP Work Programme statistics, 2016). A Parliamentary report concluded the programme was “particularly failing... the hardest-to-help,” with clear evidence of creaming and parking — prioritising “easy wins” while sidelining those with greater barriers (House of Commons Public Accounts Committee, 2014).
Under the WHP, the results remained bleak: over 80% of disabled participants did not secure a sustained job, and only 31% were in work after two years (DWP WHP Evaluation, 2023).
The Restart Scheme, a 12-month DWP programme for long-term unemployed people run by contractors like Maximus, has fared no better. As of late 2024, fewer than 1 in 4 participants have entered paid employment (National Audit Office, 2024). Despite billions in investment, outcomes remain deeply disappointing for disabled jobseekers.
Systemic Gaps and Fragmentation in Wales
Employment policy is split between UK and Welsh governments, often leading to confusion, duplication, and poor follow-through. A Welsh Government evaluation in 2022 acknowledged that the employability landscape was “fragmented and changeable,” with service users bounced between DWP programmes, Working Wales, college employability teams, and local authority support, often with little continuity or coordination (WG Evaluation of Employability Provision, 2022).
For example, a young person might be referred by the Jobcentre to a UK-wide scheme like Restart (Maximus), only to be redirected weeks later to Working Wales, or vice versa, with no transfer of knowledge or tailored action planning.
“I’ve had five action plans in three years and not one person has helped me apply for a single job. It’s all form-filling and ticking boxes.”
A Closer Look at the Providers
Maximus and Remploy are the largest DWP contractors in Wales, running Restart, WHP, and Intensive Personalised Employment Support (IPES). They have been repeatedly criticised in Parliament and the media for putting profits over people (The Guardian, 2023). Staff have spoken out about being pressured to log meetings and “tick activity boxes” rather than provide meaningful support (The Canary, 2022).
Working Wales, run by Careers Wales and funded by the Welsh Government, was designed to act as a “one-stop shop” for employability support. However, an independent evaluation found that disabled people are underrepresented among its service users, and many local delivery partners lack the specialist expertise to support high-needs individuals (WG Working Wales Evaluation, 2022).
Specialist programmes like Engage to Change and Elite Supported Employment show better results, with real work placements, supported internships, and employer mentoring. However, they are postcode-dependent, short-term funded, and not scaled to meet demand.
Demand-Side Failures: Employers and Adjustments
A major missing piece across all programmes is meaningful employer engagement. Even the best schemes struggle to place participants because employers are often reluctant to adapt recruitment processes or offer flexible roles. Engage to Change’s ambassador noted that “employers aren’t giving us a chance” — echoing dozens of reports from participants who have done everything asked of them and still remain unemployed.
This is a demand-side failure, not a lack of effort from disabled candidates, but a lack of opportunity.
Employers should also be aware that hiring disabled people can improve loyalty and retention, reduce absenteeism, and foster inclusive work cultures, benefits that make inclusion a win-win.
Note on Conditionality and Optional Support
Not all jobseekers are subject to the same conditions. For example, those in the Limited Capability for Work and Work-Related Activity (LCWRA) group are not expected to look for work, but many still want support on a voluntary basis. This toolkit can help them navigate those conversations too.
We also recommend that you record your SMART goals and requests in writing - not just for personal tracking, but as useful documentation in case of future disputes or escalation. It helps ensure everyone is on the same page.
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Section 2: Using SMART Targets to Take Control of Your Employment Support
If you had an IDP (Individual Development Plan) at school or college as part of the ALN system in Wales, you’ve likely come across SMART targets before. They were used to help you set realistic goals and track progress. Good news: you can use the same approach to take back control of your job search and the support you’re getting.
When employment programmes start going in circles — repeated CV sessions, vague “job search” tasks, check-ins with no clear outcomes — SMART targets give you a way to make the system work for you, not just around you.
✅ What is a SMART Target?
SMART stands for:
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Specific – What exactly do I want to achieve?
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Measurable – How will I know it’s done?
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Achievable – Is this realistic with the support I have?
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Relevant – Does this help me get closer to paid work?
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Time-bound – When will this be completed?
Using SMART targets with your work coach or adviser helps you:
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Take ownership of your progress
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See whether support is actually helping
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Push back on activities that waste your time
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Document your efforts — especially if you need to escalate or ask for a new provider
🧠 Why This Matters for ND and Disabled Jobseekers
Many ALN learners in Wales are used to SMART targets because they were part of their education support. Bringing this same structured thinking into job support makes it easier to:
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Spot empty “support” that’s going nowhere
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Ask for specific, time-sensitive help
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Avoid feeling stuck in preparation forever
✍️ Most Programmes Put the Burden on the Jobseeker — That Needs to Change
It’s important to remember that these employment services, whether through Careers Wales, Maximus, or local FE employability teams, are funded by taxpayers to provide a public service.
Yet the feedback we consistently hear from disabled and neurodivergent young people in Wales is that they are carrying the weight alone, doing all the research, applications, follow-ups, and goal-setting, while the professionals meant to help them offer little more than checklists and attendance records.
That’s not good enough. To justify the public investment in these programmes, providers must meet disabled jobseekers halfway, and SMART targets can help hold them to that standard.
🎯 SMART Goals for You — the Jobseeker
📄 Job Search
“By next Friday, I will apply for three part-time retail roles within 10 miles of my home, using an updated CV created with my adviser’s help.”
“By the end of this week, I will sign up for job alerts on Evenbreak, Indeed, and Careers Wales — and test which platform works best for me.”
🗣️ Interview Practice
“I will complete one 30-minute mock interview with my support worker by Wednesday, using a real job spec for a role I want.”
“I will practise answering five common interview questions out loud, twice a week, for the next two weeks, and record them for feedback.”
🧠 Confidence & Soft Skills
“I will identify three strengths and three barriers I have around work, write them down, and review them with a peer mentor by the 15th.”
“I will join an online job support group for disabled young people in Wales before the end of the month and post one introduction message.”
♿ Adjustments & Disclosure
“I will draft a one-paragraph statement explaining what support I need from employers, and practise reading it aloud in a calm, clear voice.”
“By next Monday, I will apply for Access to Work funding with help from [named support staff] for an anxiety-related transport adjustment.”
🏢 SMART Targets for Your Adviser or Programme
These are just as important — and fully reasonable to request.
📞 1. Direct Employer Contact
“My adviser will contact at least two Disability Confident employers on my behalf within the next two weeks to explore current vacancies or job carving options.”
📚 2. Training Referral
“Within the next 10 days, my support provider will refer me to a funded digital skills or customer service course aligned with my interests and support needs.”
🤝 3. Job Trial or Work Taster
“My adviser will approach at least one local employer this month to set up a work taster session or job trial, and update me on progress by [date].”
💬 4. Disability-Inclusive Interview Prep
“My adviser will organise a supported mock interview with an external employer or disabled peer-mentor within the next two weeks.”
📑 5. Paperwork Support
“Within the next 7 days, I will receive support from [name] to complete my Access to Work or ReAct+ application - including help drafting required documentation.”
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Section 3: Toolkit – Scripts and Emails to Get Unstuck and Take Control
These scripts are designed for disabled and neurodivergent young adults in Wales who are:
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Attending job support programmes but not seeing results
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Feeling demoralised or unheard
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Wanting to hold services accountable respectfully
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Ready to take back control of their employment journey
You can adapt these word-for-word, or use them to build confidence in your own voice.
✉️ 1. Email to Your Work Coach or Employment Adviser
Subject: Request for More Tailored Support
Dear [Name],
I appreciate the time and effort being given to support me. However, I feel that the current activities (e.g. repeated CV sessions and general job searches) are not helping me move closer to real employment that suits my abilities, interests and support needs.
Could we revise my action plan to include more tailored or practical support – for example, help contacting Disability Confident employers, supported work experience, or training funded by ReAct+ or Access to Work?
I’m committed to finding meaningful employment and would value support that genuinely progresses that goal.
Thank you for your understanding,
[Your Name]
[NI Number if needed]
✋ 2. Phrases to Use in Meetings When Things Are Going in Circles
“I’ve been attending regularly and trying my best, but I’m not seeing progress. Could we focus on actions that actually move me closer to a paid job — like employer connections, trials, or funding for training?”
“I understand the importance of preparation, but I feel stuck. I would really like to make a plan that includes specific steps toward actual work, not just repeat activities.”
“This feels like it’s becoming a loop. Can we change direction and focus on getting me into work, not just preparing endlessly for it?”
📝 3. Request to Change Adviser or Programme
Subject: Request to Review Employment Support Setup
Dear [Manager or Coach Name],
I’m grateful for the support so far, but I feel my current setup isn’t helping me progress. Could we explore changing advisers or consider whether another programme might suit me better?
I remain fully committed to finding work and would appreciate a chance to try a different structure or support route.
Kind regards,
[Your Name]
🛡️ 4. Requesting Reasonable Adjustments (Under the Equality Act 2010)
If meetings are inaccessible, exhausting, or ineffective:
“Due to my condition, I find weekly in-person meetings challenging. Under the Equality Act, I’d like to request a reasonable adjustment – such as fortnightly check-ins or remote sessions – so I can engage more consistently.”
“I’d like to ask whether we could adjust the support format, as I’m struggling with how things are currently structured. The Equality Act gives me the right to reasonable adjustments — this would help me stay involved.”
You don’t need to name your diagnosis. If asked, you can say:
“I have a long-term condition that affects how I process and manage information. I don’t need to go into detail, but I’d appreciate any adjustments that could reduce overwhelm.”
🔄 5. Resetting a Stale Action Plan
“I’ve done this exact action plan before, and it hasn’t led to paid work. Could we create a new one that includes work trials, training, or actual employer contact so I feel I’m making progress?”
“Could we include Access to Work, or bring in someone who specialises in disability-inclusive recruitment to support next steps?”
🧭 6. Email to Reset After Months Without Progress
Subject: Request to Reset Employment Support Plan
Dear [Name],
I’ve been attending for several months, and while I appreciate the effort being made, I haven’t moved any closer to employment.
Could we pause, review, and reset my action plan — or explore whether another programme might suit my needs better?
My goal remains paid work that fits my abilities and support needs. I’d like to do whatever I can to make progress.
Many thanks,
[Your Name]
🗣️ Final Thought: You’re Allowed to Speak Up
If you feel like your time is being wasted, or that support is stuck in a loop, it’s okay to say so. You are allowed to:
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Ask for support that works
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Question what isn’t helping
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Use your legal rights
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Request to start fresh
You’re not being difficult - you’re trying to move forward.
And that’s exactly what these services should be helping you do.
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