Case Study | National Housebuilder | Disability in the workplace

Background 

In the summer of 2022, Rytons Associates were approached by the Regional Managing Director (RMD) of a top five UK housebuilder. Having partnered with the business previously on a series of senior appointments and insight projects, the RMD now sought guidance on a broader inclusion challenge: how to improve the representation and experience of people living with disabilities across the organisation. 

This request was driven by a mix of external and personal motivations. The business was under increasing pressure from the Executive Board to demonstrate progress against its DEI commitments. In parallel, the RMD had a family connection to disability and wanted to ensure the business was doing more to remove unnecessary barriers to employment and progression. 

The Challenge 

Despite growing awareness of diversity and inclusion in the sector, disability remains under-addressed. Nationally, around 23% of working-age adults identify as disabled, yet the construction workforce reports significantly lower levels of representation. 

The RMD wanted to understand: 

• How the sector compares to others in terms of disability inclusion 

• What common barriers exist in attracting, hiring, and retaining disabled individuals 

• What practical steps the business could take—immediately and over time—to improve access and outcomes 

Our Approach 

Rytons Associates led a focused research and advisory project spanning 10 weeks. Our work included: 

• A review of industry data and employment trends relating to disability in construction 

• An anonymised feedback exercise engaging professionals with lived experience of disability, both within and outside the sector 

• Analysis of the client’s recruitment materials, careers platform and internal processes, with a focus on accessibility and flexibility 

• Informal consultations with subject-matter experts and inclusion leads across related industries 

Our findings were compiled into a detailed report, supported by a set of strategic and operational recommendations. 

Recommendations 

We proposed seven actions, grouped under three key themes: 

1. Improve Access to Opportunities 

• Ensure the careers website and job platforms meet recognised accessibility standards 

• Review and revise application processes to allow for multiple formats and flexible pathways 

• Introduce a guaranteed interview commitment for disabled applicants meeting minimum role criteria