With nearly 50% of Europe’s differently abled population unemployed, the continent struggles to include this group in talent pipelines. However, new initiatives show progress and hope that the future will be more inclusive for all. — By Jeremiah Prince
Around one in five adults in Europe live with some form of disability -- almost 100 million people. Yet less than half are employed. Many are living below the poverty line. Adding in the changes and challenges from the COVID-19 pandemic has exacerbated these divisions. But European government initiatives and many private companies have found success implementing accommodations that improve employment outcomes for persons with disabilities.
Technological advances, certain government initiatives, and organizational adoption of social responsibility approaches have changed the landscape for persons with disabilities. Now more than ever, there is an awareness of the need to provide flexible working arrangements that can be more inclusive. As workplaces are reimagined in the wake of COVID-related upheaval, this is the perfect time for thoughtful businesses to examine their physical environment and company culture.
What are the benefits and challenges to employment as a person with disabilities in Europe?
Patience and confidence are essential for anyone searching for a new job, and all the more so when many positions remain inaccessible or employers may not yet be willing to extend offers to persons with disabilities. A person with disabilities who would like to enter the job market must first of all develop self-advocacy skills or partner with an advocate. For many, these skills are first cultivated in school. Identifying the needed accommodation and approaching potential employers with defined needs or requests can go a long way toward smoothing the onboarding experience for a new hire.
While it might be tempting to focus on the challenges, there are numerous benefits for companies that employ persons with disabilities. The resilience and learned adaptability that a person with a disability must develop out of necessity are invaluable skills they can bring to the marketplace. Articulating difficulties that have been overcome is attractive in any job candidate, because it showcases creativity and maturity.
The International Labour Organization notes that employees “with diverse experiences have different approaches to problem solving.” Companies that value inclusion improve their general employee retention as well as their reputation among clients and customers as socially responsible. Focusing on skills rather than stereotypes allows businesses to tap into a new talent pool of workers with fresh attitudes.
What are European governments doing to improve employment outcomes for disabled populations? Are these approaches successful?
Recognizing both the challenges and the importance of full inclusion for persons with disabilities in the marketplace, many European governments have implemented programs to address disparities and discrimination. This can take the form of additional support through funding and providing access to services, or through legal requirements and fines.
Denmark, for example, provides a person with a hearing impairment up to 20 hours per week of sign-language interpretation, paid for by the government. In Austria, some regions may provide compensation to organizations that subsidize the difference between an employee’s salary and productivity.
On the other hand, Germany requires that organizations with more than 20 employees must devote five percent of their jobs to people with disabilities. Failure to do so results in fines. However, there are some questions as to how effectively this fosters inclusion, if companies can simply opt to pay the fines rather than actually accommodate a more diverse workforce.
Government responses vary widely from region to region. Across the EU, workers are legally protected from discrimination, which includes the right to reasonable accommodation such as ramps, adjusting meeting rooms or formats, and making certain technology accessible. However, in a country like Hungary where little more than this prohibition against discrimination is in place, persons with disabilities are employed at very low rates.
While disability access is often focused around parking spaces and physical plant dynamics, ensuring that websites and reports are accessible is just as essential.
What successes and challenges have European companies encountered as they seek to successfully and effectively employ persons with disabilities?
Some organizations may fear additional expenses associated with employing a person with disabilities. For most, however, the issue is simply a lack of experience and knowledge of what accommodations can be made to become more inclusive of persons with disabilities. Research shows that the potential costs of accommodation are actually outweighed by the demonstrated benefits. Complex or specialized training is usually not needed.
To address this gap, businesses need to have open conversations around supporting employees with disabilities. Many reasonable accommodations, as required, are free or easy to implement. There are numerous technological solutions available, including screen readers, dictation options, and assistive modes that are already built in to a variety of platforms. From the job requirements to the interview to the day-to-day work environment, thoughtful organizations are removing barriers and improving employment outcomes for all of their workers.
There are also a variety of NGOs working to provide supportive employment that includes job training and professional development, as well as help match businesses with good candidates for positions. Some persons with intellectual disabilities, for example, may best thrive in a sheltered workshop context, while others can manage in the general market with the right supports.
While disability access is often focused around parking spaces and physical plant dynamics, ensuring that websites and reports are accessible is just as essential. Both the online presence as well as the receptionist desk function as the “front door” to the company. Consider hiring an outside group to perform an accessibility audit to isolate gaps and barriers. Or, join a disability network or professional organization that can provide further education and resources. Remember to include disability awareness in any company diversity trainings or seminars, and provide avenues for confidential employee feedback to ensure that workers are able to continue their self-advocacy.
With careful planning, targeted resource allocation, and intentional education, European businesses can access the growth opportunities and innovations that result when hiring is more inclusive. Businesses that build a culture of inclusivity benefit all employees and improve retention and satisfaction overall.