Disability and work

It is estimated that 16 per cent of the world's population, or more than 1 billion people, are persons with disabilities. About 80 per cent are of working age. Yet many continue to be denied the right to decent work.

Persons with disabilities, particularly women, face significant attitudinal, physical and informational barriers to equal opportunities in the world of work. Young persons with disabilities worldwide are twice as likely to be neither in employment, education nor training.

Closing these gaps requires disability-confident employers in both the public and private sectors, access to the digital, green and other skills demanded by the labour market, and both targeted and mainstream policies and programmes that foster an enabling environment.

These questions explain some of the key concepts and terminology used in disability inclusion:

Disability is not simply a person's impairment. It arises from the interaction between an individual's impairments and the barriers they face in society.

Persons may be born with impairments (such as blindness, deafness or dyslexia) or acquire them later in life as a result of an accident, illness or ageing.

As stated in the United Nations Convention on the Rights of Persons with Disabilities (CRPD):"Persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others." (Article 1)
These barriers may be physical, attitudinal, technological, communication-related or take other forms. Because these barriers are created by society, they can – and should – be removed. Workplaces, in particular, have an important role to play in creating more inclusive environments.

Like any other population group, persons with disabilities are highly diverse, and their experiences vary widely. Disabilities are not always visible and therefore cannot be identified simply by looking at someone. Moreover, not everyone with a disability identifies as a person with a disability. Some people may be unfamiliar with the concept, perceive it negatively, or simply not consider it an accurate reflection of their own experience.

The concept of disability continues to evolve. For example, neurodiversity is a relatively recent term that is increasingly used, particularly in the corporate sector. It encompasses a range of conditions, including ADHD, autism, dyslexia, dyspraxia and Tourette syndrome. However, not all national disability certification systems recognize these conditions as disabilities.
Accessibility means ensuring that everyone, including persons with disabilities, can access, understand and use physical spaces, information, communication, products and services on an equal basis with others.

Accessibility includes:

The physical environment, for example step-free access, tactile surfaces, clear signage, and visual descriptions of routes and information.

Information and communication, for example subtitles and audio descriptions for videos, large-print and Braille materials, easy-to-read versions, and digital content that is compatible with screen readers and other assistive technologies.

A key principle of accessibility is Universal Design. Universal Design aims to create environments, products and services that can be accessed, understood and used by everyone, regardless of age, size or disability, to the greatest extent possible.

Designing for accessibility from the outset is generally more effective—and less costly—than adapting environments, products or services later.
Reasonable accommodation (also known as reasonable adjustments) refers to necessary and appropriate modifications that enable persons with disabilities to enjoy equal opportunities in the workplace and to fully use their skills and talents.

Accessibility and reasonable accommodation are closely related, but they are not the same.

Accessibility removes barriers for everyone.

Reasonable accommodation addresses the specific needs of an individual.

When workplaces are accessible, fewer individual adjustments may be needed. However, even in highly accessible workplaces, reasonable accommodation may still be required.

The United Nations Convention on the Rights of Persons with Disabilities (CRPD) recognizes the denial of reasonable accommodation as a form of discrimination. Providing reasonable accommodation is therefore an immediate obligation.

An accommodation is considered reasonable when it is appropriate and does not impose an undue burden on the employer or organization. Whether an accommodation would create an undue burden depends on a range of factors, including the size of the organization, the costs involved and the availability of public funding or other forms of financial support.

For practical guidance and examples of workplace accommodations, see the ILO guide Promoting diversity and inclusion through workplace adjustments.
Ableism (also spelled ablism) refers to discrimination, prejudice and stereotypes towards persons with disabilities. Like racism, sexism and ageism, it is based on assumptions rather than reality.

It assumes that persons with disabilities are less capable or less valuable than persons without disabilities. As a result, people may be unfairly judged, underestimated or denied opportunities based on perceptions of their disability rather than their actual skills, experience or potential.

Ableism can influence attitudes, language, policies and workplace practices. Challenging ableism is essential to creating inclusive workplaces where persons with disabilities can participate on an equal basis with others and contribute their skills and talents.
Organizations of persons with disabilities (OPDs) are organizations that are led, directed and governed by persons with disabilities. They represent the interests, perspectives and lived experiences of persons with disabilities and play a key role in promoting their rights and inclusion.

Unlike organizations that provide services for persons with disabilities, OPDs are organizations of persons with disabilities. Their members and leaders are persons with disabilities themselves.

Some OPDs represent persons with a specific type of disability, such as people who are blind, deaf, deafblind, or persons with physical or psychosocial disabilities. Others represent people at the intersection of multiple identities, such as women with disabilities, young persons with disabilities or Indigenous persons with disabilities. Many countries also have umbrella organizations that bring together disability-specific OPDs at the national, regional or global level.

Recognizing their important role, the United Nations Convention on the Rights of Persons with Disabilities (CRPD) requires States Parties to closely consult with and actively involve persons with disabilities, through their representative organizations, in implementing the Convention.

Engaging with OPDs helps ensure that policies and practices are informed by the lived experiences of persons with disabilities and contribute to more inclusive workplaces and societies.
Intersectionality recognizes that people may experience discrimination based on more than one aspect of their identity. For persons with disabilities, this may include characteristics such as gender, age, ethnicity, migration status or type of disability.

These characteristics can interact to create unique experiences of discrimination and disadvantage. For example, a woman with a disability may face barriers that differ from those experienced by a man with a disability. Similarly, a young refugee with a disability may encounter different challenges from those faced by an older person with a disability.

Understanding intersectionality helps identify and address these overlapping forms of discrimination. It does not create a hierarchy of disadvantage or suggest that one form of discrimination is more important than another. Rather, it recognizes that people have different experiences and that policies and practices should take these differences into account.

Because persons with disabilities are not a homogeneous group, considering intersectionality helps create more inclusive workplace policies and practices that respond to people's diverse experiences and needs.