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The Inclusive Workplaces toolkit shows employers how to make their workplaces inclusive of people with intellectual disabilities. It includes clear guidance on taking action for accessible recruitment, hiring, communication at work, organisational policies, and more, and includes templates and useful resources for employers to implement in their workplaces.

Through the Inclusion Works project, Inclusion International asked employers what help and information they needed to make their workplaces more inclusive. Employers told us that they needed tools and resources to ensure that they would have the knowledge and information to deliver good support to people with intellectual disabilities in their workplace.

People with intellectual disabilities told us what employers need to do differently to make their workplaces more inclusive. The Inclusive Workplaces guide builds on these recommendations and call for inclusion from self-advocates to create a practical tool for employers on how they can take action to create workplaces that are fully inclusive of people with intellectual disabilities.

This article explores COVID-19 related experiences of disabled people in Bangladesh, Kenya, Nigeria, Nepal and Uganda. Narrative interviews generated storied responses, focussing on respondents' priorities, which enabled us to hear what was most significant for them and their families. 143 interviews were conducted online or by phone by 7 local researchers (3 disabled), with appropriate inclusive support. Nearly everyone was interviewed twice to capture the progression of impacts over time. The data was analysed thematically through a virtual participatory approach. An overarching 'subjective' theme of feelings experienced by the participants was labelled 'destabilisation, disorientation and uncertainty'. We also identified 'concrete' or material impacts. People experienced various dilemmas such as choosing between securing food and keeping safe, and tensions between receiving support and feeling increased vulnerability or dependence, with interplay between the emotions of fear, loss and hope. We found both the concept of liminality and grief models productive in understanding the progression of participants' experiences. Disabled people reported the same feelings, difficulties and impacts as others, reported in other literature, but often their pre-existing disadvantages have been exacerbated by the pandemic, including poverty, gender and impairment related stresses and discrimination, inaccessible services or relief, and exclusion from government initiatives.

Employment contributes to well-being and dignity. Additionally, it can break the vicious cycle of poverty and the resulting negative mental health. However, nearly two-thirds of persons with disabilities aged 15 years and over are unemployed in low- and middle-income countries (LMICs). The ratio of persons with disabilities in employment compared to the general population in employment is almost half. Furthermore, among people with disabilities who are employed, two-thirds continue to experience workplace barriers. Inequality and discrimination in employment deprive persons with disabilities of their rights. Goal 8 in the 2030 Agenda for Sustainable Development explicitly calls for “promoting sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.” The United Nations’ ‘Disability and Development’ report highlights the international frameworks relevant to optimize opportunities for persons with disabilities to participate in employment, to achieve Goal 8.  This brief will provide an overview of the available literature on LMICs’ efforts to promote inclusive employment underpinned by the UN Convention on the Rights of People with Disabilities (UNCRPD) framework.

This excel sheet provides organisations a structured method to disaplay recommended activities for ensuring accessibility.

A step-by-step guide to undertaking an accessibility audit in the workplace.

A simple diagram demonstrating 4 ways employers can ‘PULL’ and recruit applicants with disabilities.

This document translates disability-confident principles into a practical checklist for HR and recruitment specialists. The checklist works to best-practice principles. Much of this guidance goes beyond compliance with any disability discrimination legislation.

Th is document provides a ready to use form for businesses to sign to join the disability champions network creating an agenda for action.

This document provides information on the current legal requirements regarding people with disabilities in the workplace. It touches upon areas such as reasonable accommodations and discrimination laws as well as other key legislation.