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Improving the employment of people with disabilities

Menity at the Diversity Charter Event

At a recent gathering of Diversity Charter signatories in Bratislava, Menity, as a proud signatory, joined in an inspiring discussion focused on employing individuals with disabilities.

Representatives from leading banks, major retailers, and various other organizations shared their insightful experiences in fostering an inclusive environment and successfully integrating individuals with diverse disabilities.

The feedback from employees with disabilities, coupled with the positive reception from customers towards companies that embrace employing individuals with disabilities, powerfully underscores the vital importance of nurturing a workplace where all are welcomed and valued.

At Menity, we take pride in assisting our clients in identifying and recruiting leaders committed to establishing and maintaining a work culture that is not only diverse but also respectful and secure for everyone.

Inclusivity in the workplace is not just about meeting diversity quotas; it's about creating a rich, dynamic environment where all talent, including those with disabilities, thrives. As leaders, it’s crucial to actively foster a workplace that not only accommodates but also values the unique perspectives and abilities of people with disabilities.

5 Practical strategies to improve the employment of people with disabilities

a team of disabled collegues discussion in the office

Here are five practical strategies to improve the employment of people with disabilities, making your organization a beacon of inclusivity and diversity.


Accessible and Adaptive Work Environments 

Creating a physically accessible workplace is the first step toward inclusivity.

Pro Tip:  Start by undertaking an accessibility audit of your workplace to identify areas for improvement. Look into incorporating adaptive technologies, ergonomic workstations, and ensuring that your digital platforms are accessible to all. Collaborate closely with disability advocates or expert consultants who can guide you in identifying and implementing effective modifications to your workspace. Form partnerships with disability advocacy groups to get a comprehensive review of your facilities. Make strategic investments in assistive technologies such as screen readers, voice recognition software, and adjustable furniture to enhance workplace accessibility. To further demonstrate your commitment to inclusivity, consider offering virtual tours of your workplace on your website, allowing visitors to witness firsthand the accessibility measures you have put in place.

Inclusive Recruitment Processes 

To attract candidates with disabilities, your recruitment process should be accommodating and accessible. This includes job postings, interview processes, and assessment methods. Inclusive recruitment attracts a diverse pool of candidates. Cornell University research indicates that companies with inclusive hiring practices for disabled individuals see higher revenue income [1].

Pro Tip: Revise job descriptions to incorporate inclusive language, ensuring they resonate with a diverse range of candidates. Provide alternative methods for application and guarantee that your interview venues are fully accessible. During interviews, proactively inquire if candidates need any accommodations and remain flexible to various interview formats, like written responses or extended time allocations. Educate your HR teams in inclusive hiring techniques. When necessary, provide sign language interpreters or captioning services to facilitate effective communication during interviews. For candidates who may benefit from additional preparation, consider sending interview questions ahead of time. Additionally, expand your talent search by partnering with organizations dedicated to supporting job seekers with disabilities.


Tailored Training and Onboarding 

Effective onboarding is key to helping employees with disabilities integrate smoothly into your team. Tailoring your training and onboarding processes can make a significant difference. Customized training and onboarding are crucial for employee integration.

Pro Tip:  Craft a tailored onboarding plan for each new employee with a disability, incorporating elements like customized training materials, individual sessions, or mentorship programs. Ensure these materials are available in diverse formats, such as braille, large print, and audio, to accommodate different needs. Pair new hires with disabilities with a buddy or mentor for guidance and support during their orientation phase. Implement regular check-ins, especially in the initial months, to promptly address any concerns and adjust the onboarding process based on their feedback. These consistent feedback sessions are key to identifying and overcoming any challenges, ensuring a smooth and supportive integration into the team.


Flexible Work Arrangements 

Flexibility is key for supporting employees with disabilities. A study by Accenture shows that companies offering flexible working options have a 22% higher retention rate.[2]

Pro Tip:  Implement a flexible work policy that addresses a wide range of needs. Continuously assess and refine these policies to confirm they effectively support every employee. Leverage technology that enables remote work and varied schedules. Provide an array of flexible working options, including telecommuting, adaptable start and end times, and job-sharing opportunities. Actively seek and incorporate feedback from employees with disabilities to better understand their ideal working conditions, ensuring policies are modified accordingly to meet their needs.

Fostering an Inclusive Culture 

Creating an inclusive culture goes beyond policies; it’s about nurturing an environment where every employee feels valued and supported. An inclusive culture is vital for employee engagement. Research by Deloitte found that inclusive companies are 2.3 times more likely to be high-performing [3].

Pro Tip:  Implement ongoing diversity and inclusion training programs for all employees, fostering a culture of open dialogue on disabilities and inclusivity. Actively recognize and celebrate the unique contributions of employees with disabilities. Form employee resource groups dedicated to offering support and advocacy. Integrate disability awareness into standard diversity training modules. Establish secure and welcoming spaces where employees can openly share their experiences and ideas. Commemorate important dates, such as the International Day of Persons with Disabilities, to demonstrate your commitment and elevate awareness.

Leaders are instrumental in cultivating an inclusive workplace culture. By adopting these practical strategies, you can markedly elevate the employment experience for individuals with disabilities, enriching your organizational culture with a myriad of perspectives and talents.

As a leader, you wield the influence to shape a culture that not only respects but truly values diversity. The implementation of these strategies can profoundly enhance the work environment for those with disabilities, thereby infusing your organization with a wide range of viewpoints and skills.

Stay tuned for further insights, updates, and opportunities about Divrsity, Equity and Inclusion topics. Follow us on LinkedIn or Subscribe to our newsletter to receive industry trends, exclusive insights, and expert advice directly.



1. Cornell University, "Disability Inclusion Enhances Financial Performance,"

2. Accenture "The Hidden Value of Culture Makers," 2020

3. Deloitte "The Diversity and Inclusion Revolution," 2020

Menity Research suite


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