Inclusive Employment: A Way to a Better Workplace

Inclusive Employment: A Way to a Better Workplace. Illustration of a diverse group of people, including a wheelchair user. Logos for Employers for Change and Open Doors. employersforchange.ie

Inclusion as a Way to Ireland’s Future

Ireland has proven itself resilient in the face of global shocks, maintaining strong economic performance and rising living standards. Our institutional framework, supportive business environment, and highly educated workforce have attracted investment and driven innovation.

But long-term challenges are emerging. The OECD has forecast that Ireland’s labour supply will tighten in the coming decades due to an ageing population and falling fertility rates (OECD, 2025). Employers will increasingly feel the pressure to find and retain skilled workers.

One of the most overlooked solutions lies within our communities: people with disabilities and other minority groups. According to the National Disability Authority, just 49.3% of people with disabilities in Ireland are in employment compared to 70.8% of the general population (NDA Factsheet, 2024). This represents a significant pool of untapped talent.

Beyond the Minimum Target

Public bodies in Ireland are legally required to ensure that a minimum of 4.5% as of 2024 and 6% in 2025 of their workforces is made up of people with disabilities (Part 5 of Disability Act 2005 and Assisted Decision-Making (Capacity) (Amendment) Act 2022).

However, meeting the minimum is no longer enough. With skills shortages looming, inclusion should be seen as a strategic business investment, rather than a favour or compliance exercise. Employers who expand opportunities for all stand to benefit from:

A wider talent pool
Stronger employee loyalty and retention
Enhanced reputation as a progressive employer
Increased creativity and problem-solving from diverse perspectives
A diversified workforce that helps shape goods and services that meet the needs of the wider market.

What it means:

Imagine you are struggling to fill a specialised IT role. By widening your recruitment to include candidates with disabilities, you not only increase the pool of qualified applicants but may also discover employees with exceptional skills and perspectives. Research has shown that companies with inclusive practices often outperform their peers in innovation and retention (Accenture, 2023).

Understanding Disability and Intersectionality

It is important to remember that persons with disabilities are not a single group with the same needs. Disability interacts with gender, age, socioeconomic background, type and severity of disability, and the level of support required. For example:

A hard-of-hearing candidate might need an interpreter for an interview, while a candidate with a mobility impairment might need step-free access to the building.
An employee from a low-income background with a disability may struggle to afford assistive technology without employer support, while someone from a higher-income background may already have these resources.
A migrant worker with a disability may face language barriers on top of accessibility challenges, affecting their ability to access training and career progression.

A “one size fits all” approach is not only ineffective, but it also risks reinforcing inequalities. Employers who take time to understand the lived experience of their employees will unlock greater potential in their teams.

Practical Steps for Employers

To move beyond the minimum and build a truly inclusive workplace, consider the following actions:

1. Inclusive Recruitment

Review job descriptions to remove unnecessary barriers.
Use accessible formats for applications.
Partner with organisations that support jobseekers with disabilities (e.g. Employers for Change, Intreo).

2. Flexible Work Arrangements

Offer hybrid or remote working where possible.
Allow flexible scheduling to accommodate medical or support needs.

3. Accessible Technologies

Ensure software and digital tools comply with accessibility standards (WCAG 2.1).
Provide assistive technology where needed.

4. Tailored Onboarding

Ask new hires what supports they need to succeed.
Assign mentors or buddies to help ease the transition.

5. Continuous Support and Training

Offer regular training for managers on disability awareness.
Create feedback channels so employees can raise concerns safely.

Employer Readiness Checklist

Use this quick checklist to see how ready your organisation is to attract, hire, and support employees with disabilities.

Recruitment

Job descriptions use clear, inclusive language
Application systems are accessible (e.g. screen-reader compatible)
Interview panels trained in inclusive hiring

Workplace Environment

Physical spaces are accessible (ramps, signage, accessible toilets)
Flexible or remote work policies in place
Clear procedures for requesting workplace accommodations

Technology

Core systems and software meet accessibility standards
Assistive technology available where needed
IT staff trained to troubleshoot accessibility issues

Culture and Awareness

Managers receive disability inclusion training
Disability is included in diversity and inclusion policies
Employees feel safe disclosing a disability

Ongoing Support

Mentorship or buddy programmes available
Regular review of supports and accommodations
Open communication channels for feedback

Ireland’s demographic and labour challenges require bold action. By thinking beyond the minimum target and embracing inclusive employment, you will future proof your organisation and help create a fairer, more resilient society.

Employers for Change offers expert-led, paid training to strengthen your disability inclusion strategy. By partnering with us, you gain access to practical guidance and tools to make your workplace more accessible and equitable

Let’s build a culture of inclusion together. Contact Employers for Change today to start your organisation’s journey.