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Purpose: The hospitality industry is labour intensive. Currently, in India, hotels have a high employee attrition rate. This study aimed to explore the attitudes of hotel managers towards recruiting persons with disabilities as employees, a move which could benefit all concerned.

Method: A structured survey instrument was sent to 31 employers in star category hotels.

Results: Employers’ attitudes have a significant influence on the recruitment of persons with disabilities. While the intention to hire persons with disabilities is positively associated with quality of work, loyalty, and dependability, it can also be negatively associated with lack of skill, work experience, poor time management and absenteeism.

Conclusion: It is concluded that employers hire person with disabilities to work in hotels as they are more reliable and loyal towards the organisation. This attitude from the side of employees with disabilities will also help to overcome the problem of high employee attrition that has a deleterious effect on profitability in the service industry.

Limitation: The data is collected from hotels in a single city, which may limit the generalisation of the findings.

There is growing interest, internationally, in empowering people with disabilities, and the United Nations have identified individualised funding as one way in which empowerment might be achieved. ‘Individualised funding’ is an umbrella term for various publicly funded support structures that provide personalised and individualised support services for people with a disability. These aim to facilitate self-direction, empowerment, independence, and self-determination. The findings of a recent mixed-methods systematic review of studies undertaken during an approximate 25-year period suggest positive effects with respect to quality of life, client satisfaction, and safety, as well as very few adverse effects, although the evidence on cost-effectiveness was inconclusive. This paper involved a re-examination of the qualitative findings of that review by employing a realist framework to explore the interplay between key contexts and mechanisms, and how these facilitate or inhibit positive outcomes associated with individualised funding and its underlying programme theory.

This study is was developed in the framework of the project “Improving inclusive education and employment for children and youth with disabilities” implemented by Save the Children in Kosovo and financed by Save the Children Italy. This project aims to empower boys and girls with disabilities in Kosovo to reach their full potential by promoting easier access to inclusive quality education and employment opportunities.

The aim of this study is to:

• analyse the skills of youth with disabilities, and their compatibility with the labour market needs in Kosovo;
• assess the needs of youth with disabilities in the employment context in Kosovo;
• identify the gaps that are hindering the inclusion of youth with disabilities in the labour market;
• investigate how youth with disabilities can advance towards the potential gradual approximation with the labour market needs in our country;
• access the availability of the potential employers to employ and accommodate persons with disabilities in the work places;
• to define how the labour market can improve the access of youth with disabilities.

Even before the COVID-19 pandemic struck, children with disabilities were among the most disadvantaged, facing increased exposure to abuse and discrimination and reduced access to services in many parts of the world. Understanding these pre-existing vulnerabilities can help anticipate how the COVID-19 pandemic could sharpen existing inequities and can shed light on where targeted efforts may be required.

The publication below draws on pre-COVID data to highlight how children with disabilities face greater risks in the midst of this pandemic. It documents what has happened to services for children and adults with disabilities across the world and includes examples of what has been done to address disruptions in services. It also discusses the challenges in generating disability-inclusive data during the pandemic.

Labour force statistics for people with and without disabilities are presented graphically including: 

• Unemployment rate by disability status
• Employment-to-population ratio by disability status
• Share of employed in paid employment by disability status
• Share of employed with less than primary education by disability status
• Employment-to-population ratio by disability status (men and women)

Purpose: To identify facilitators of and barriers to the coordination of return-to-work between the primary care services, the employee, and the employers from the perspective of coordinators and employees on sick leave due to common mental disorders (CMDs).Material and methods:

Descriptive qualitative study. Semi-structured interviews were conducted with eighteen coordinators and nine employees on sick leave due to CMDs. The Consolidated Framework for implementation Research (CFIR) was used as a starting point for the interview guides and in the thematic analysis of data.

Results: The results show facilitators and barriers related to the CFIR domains“intervention characteristics,” outer setting,” inner setting,” and“characteristics of individuals.”Positive attitudes, an open dialogue in a three-party meeting, and a common ground for the sick leave process at the primary care centre facilitated coordination, while an unclear packaging, conflicts at the employee’s workplace, and a lack of team-based work were examples of barriers.

Conclusion: The results indicate a need for the detailed packaging of coordination; formalization of coordinators’ qualifications and levels of training; and acknowledgment of the role of organizational factors in the implementation of coordination. This is important to further develop and evaluate the efficacy of coordination.

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.