Disability
There is huge opportunity for employers to access the underutilised pool of talent in people with disabilities. While progress has been achieved, more needs to be done as only 36% of working age people with disabilities are in employment (1). The positive action of groups such as Employers for Change means that more and more employers are making the often simple and affordable accommodations needed to create a space where all talent can flourish.
Many disabilities are exacerbated by societal or contextual factors. While you may not have anyone who has disclosed they have a disability in your organisation, it is important to remember people can be born with a disability, acquire a disability over the course of their lifetime as a result of an accident or illness, or simply not have shared their existing disability with you. Around one in five people of working age have a disability and many disabilities are acquired by people during their working lives (2). Therefore, businesses should be proactive with their strategies for integration to ensure their policies, procedures and buildings are accessible and adaptable to include everyone, including those with disabilities.
Employer Guide: Hiring Someone with a disability 1
Some employers have concerns around the barriers to hiring people with disabilities. However, we know that many of the accommodations needed to include people in the workforce are free. Sometimes it can be something as simple as flexibility around start and end times that accommodates someone with a disability joining your workplace. For other accommodations Government grants are available to cover the costs.
Despite the benefits to the organisation, with some reviews of hiring people with disabilities showing improvements in profitability, cost-effectiveness, retention, employee loyalty and company image, we continue to see people with disabilities locked out of the workplace (3). People with a disability are less likely to be working. In 2023, the total employment rate in Ireland was 74%. The employment rate of people with at least one long lasting disability (aged between 20 and 64) is only 37.7%, making our disability employment gap there 36.6% (4). Despite high employment rates for the general population in Ireland, the disability employment gap remains one of the largest in the EU (5).
Employers who are dedicated to diversity and inclusion should ensure that they do not have barriers to employment for people with a disability in the recruitment process, while in work or accessing development or training opportunities.
There can be a range of barriers or obstacles to employment experienced by individuals with disabilities including:
- Accessibility barriers in the built environment of the workplace, public spaces and public transport.
- Accessibility of recruitment processes through applications, websites and job descriptions.
- Accessibility barriers in work tools and equipment including ICT.
- The cost of assistive technology for some individuals.
- Facing stereotypes about people with disabilities which can impact confidence.
- Environmental or attitudinal barriers of other around them.
- Prohibitive rules on retention of benefits versus the number of working hours, which can lead to the fear of loss of other services making the safer option not to engage. And the fear of not requalifying for a benefit if the job does not work out or if the individual's circumstances disimprove.
- Loss of a medical card.
- Worry and self-consciousness of placing a burden on the employer to obtain grant(s).
- Unfair burden placed on individual to ensure the employer is applying for grants.
Language and Terminology
It is important to understand the power of language. Certain terminology carries with it powerful connotations that impact those it refers to in a grossly negative way. Recognise that some terms are insulting and others may be patronising. We must strive to use terms that are empowering and not marginalising. It is important that we educate ourselves on the acceptable terms to use and stop tolerating others use of such words. An important rule to ensure you are respectful is to see the person first, as opposed to defining them by their disability.
- Accessibility - This is about giving equal access to everyone. It refers to the design of products, devices, services or environments for people with disabilities. The concept of accessible design ensures both 'direct access' (i.e. unassisted) and 'indirect access' meaning compatibility with a person's assistive technology (e.g. computer screen readers) (6).
- Disability - As set out in the Disability Act 2005, disability is defined as a substantial restriction in the capacity of the person to carry on a profession, business or occupation in the State or to participate in social or cultural life in the State by reason of an enduring physical, sensory, mental health or intellectual impairment.
- Disabled people or people with disabilities - This is a respectful way to speak to someone who has a disability while respecting their individuality as a person.
- Has/have - Use has/have, e.g. they have asthma, as opposed to negative terminology e.g. they are a inflicted with or they are a victim of.
- Intellectual disability - This is the acceptable term to use when referring to someone with a learning disability or who has limitations on their ability to learn at an expected level. People with intellectual disabilities can vary greatly.
- Neurodiversity - This is the concept that neurological differences are to be recognised and respected as any other human variation, such as gender, race or sexual orientation. These differences can include those labelled with dyspraxia, dyslexia, attention deficit hyperactivity disorder (ASHD), dyscalculia, autistic spectrum disorder (ASD), Tourette syndrome, and others. In some cases neurodiverse people identify as having a disability and in some cases they do not. Categorising neurological differences as a disability depends on the level of the impairment and the barriers faced for each individual person. Importantly, it is also how a person chooses to self-identify (7).
- Reasonable accommodation - This refers to necessary and appropriate modification and adjustments, not imposing a disproportionate or undue burden, where needed in a particular case, to ensure that persons with disabilities enjoy or exercise on an equal basis with others, all human rights and fundamental freedoms. This may include making changes to the workplace environment, workplace practices or providing assistive technology to support a person with a disability in the workplace. The Employment Equality Acts place an obligation on employers to provide an employee who has a disability with reasonable accommodation (8). Examples of reasonable accommodations include providing assistive or adaptive technology such as e-readers, speech recognition devices or braille keyboards; adjusted or flexible working hours; giving extra time for assessments and altering the workplace e.g. wheelchair accessible and quiet spaces.
Key Considerations
To support more people with disabilities to enter the workplace, the first step may be to undertake a job analysis to understand the core tasks of the job and essential skills and qualifications required. The job analysis should describe the tasks, and not the individual. Consider what aspects of the job could be adjusted to facilitate reasonable accommodations and support a person with a disability.
Facilitate reasonable accommodations during the interview process, e.g. utilising assistive technology, ensuring the interview environment is accessible, facilitating a flexible and accessible assessment process, supporting the inclusion of job coaches in the interview process, ensuring the interview environment minimises sensory stimuli. Provide contact details for candidates to request reasonable accommodations during the interview process.
There are a number of financial and recruitment supports which can be accessed by employers to support the recruitment and retention of individuals with a disability. The Department of Employment and Social Protection provides financial grants and schemes to employers to support and incentivise the employment of people with disabilities.
- Under Work and Access, the Workplace Adaptation Support is designed for people with a disability who need modifications to their workplace to enable them to get or stay in a job. An employer, together with their employee, or a self-employed person, can apply for funding to cover the costs of necessary adaptations to equipment, technology, or a business premises (which is not a person's home).
- Under Work and Access, Personal Reader Support is available to employees who are blind or visually impaired to apply for support for a Personal Reader to assist them with work-related reading.
- The Wage Subsidy Scheme provides financial incentives for private employers to employ people with a disability who work for a minimum of 15 hours per week or more, up to a maximum of 39 hours per week. Financial supports are available under three strands and employers may be eligible to avail of supports under one strand or multiple strands simultaneously.
- Funding for Disability Equality and Inclusion training for staff is available to employers under Work and Access. The funding assistance is limited to €20,000 over a 12-month period for eligible training costs across the range of training options. To learn about an employer's experience of the scheme, watch this video.
- Intreo offers the Work Placement Experience Programme, where an employer can host a participant on a six-month placement at no cost. Participants are paid a weekly allowance by the Department and engage in 60 hours of relevant training.
It is important to look at those with disabilities through the lens of ability. Where we once focused on a medical model of disability which assumes people are disabled due to their differences or impairments. The social model looks at the surrounding environment that creates further barriers to those with disabilities. Our businesses and buildings can be designed to be less disabling. Reasonable Accommodations can be made to make your spaces more accessible and to look at the needs of those with disabilities to make their work environment equal to others with often minimal changes. We therefore, dispel the assumption that there is an expected disadvantage.
As part of our commitment to accelerating inclusion and diversity, we created a Neurodivergent Internship Programme to help us create a barrier-free and inclusive workforce. We partnered with Specialisterne, a trusted organisation that supports neurodivergent individuals in finding employment. Firstly, we trained selected managers with interview skills which focused on interviewing neurodivergent candidates and how to best support them. Upon joining, the interns attend a tailored induction to welcome them to Accenture. Then the individual teams assign a buddy to each intern to support their integration into their new role. There are also regular support calls between the team leads and designated in-employment support person from Specialisterne.
Our Neurodivergent Internship programme has proved to be a huge success - there has been very positive feedback from all the stakeholders involved. The 2021 interns found the programme excellent and 40% have had their internship extended and others have moved to other roles with the experience and skills they have acquired during their 6-month internship with Accenture.
Of the 40% who had their internship converted to full time employment with Accenture, all are still currently employed with Accenture and are progressing well with their respective careers.
In 2025 Accenture plan on expanding their Neurodivergent Internship Programme to make it their largest ever intake of Neurodivergent Interns, with planning actively underway.
Please contact Colin. J.Scanlan@accenture.com for more information.
The results of a recent colleague engagement survey at Bank of Ireland showed that 5% of colleagues identified as neurodivergent, roughly 500 employees. Recognising the benefits that diversity of thought brings to an organisation such as enabling better problem solving and decision-making processes, fostering a culture of agility and innovation and guarding against the risk of group think, Bank of Ireland embrace and celebrate the unique talents that neurodivergent individuals bring to the workplace.
The organisation decided to fundamentally change how they operate r to create the most supportive and welcoming place for neurodivergent colleagues. To actively reduce stigma and ensure the workplace experience of neurodivergent colleagues is consistently positive they partnered with Auticon and AsIAm for expert advice and guidance. With their support they developed a strategy that focuses on 3 key pillars: awareness building through education, adapting infrastructure, and embedding culture and people processes with a neurodiverse lens.
As a result they have seen improved colleague morale, engagement, retention, talent attraction and positive brand awareness. “There are many benefits for employers, and it is in everyone’s interest to bring more focus to this area.” Joanne Healy, Bank of Ireland.
A Case Study: In Spring 2024, Optum's Assistive Technology Fulfillment Center (ATFC) received a request from a team member who was diagnosed with a rare neurological disease which was impacting the functionality of her vocal cords. The ATFC identified TD Snap which utilises text-to-speech synthesizers and spoke any text, typed in its text field. The text-to-speech approach replaced her voice and she was able to select from a list of synthesized voices. Our team member was able to incorporate this feature into Microsoft Teams meetings and is able to continue in her role with the support of this innovative solution.
At Optum Ireland, our aim is to empower, protect and assist team members in the workplace. Optum Ireland has developed a Disability Inclusion strategy and structure to enhance accessibility, educate and train, and promote opportunities for people with disabilities. A dedicated Disability Inclusion ERG was launched in September, 2024 with the support of leadership.
Optum Ireland has been engaged with expert DI partners since 2019 to create pathways for graduates with disabilities (AHEAD) and people with intellectual disabilities (Trinity Centre for People with Intellectual Disabilities - TCPID). Optum Ireland is also the lead business partner for the new provision for people with intellectual disabilities at ATU Donegal. We are connected to the Disability Offices across academic partner institutions through our Ireland Health Care Scholarship Programme.
Advancements in technology, including assistive technologies, have helped switch the focus from incapacity to capacity for people with disabilities. Assistive technology encompasses products and systems that support and assist employees with disabilities. Optum Ireland is actively engaged with our internal Assistive Technology Fulfillment Centre which provides expert advice on suitable products and training for users.
A case study on Mr Price and Patrick Collins: Supporting deaf employees in the workplace.
In 2024, Mr Price increased its number of colleagues with disabilities by 48.5%. The organisation works with expert partners to provide guidance on how to reach employees who are unable to use mainstream application systems and need support of reasonable accommodations.
Through its partnership with Chime, the National Charity for Deaf and Hard of Hearing People, Patrick Collins was recruited as a store assistant at Mr Price in Nenagh. Patrick is deaf and required a number of reasonable accommodations so he could be enabled to fulfil his duties within his role.
The key accommodations included:
• Signage and Identification: Patrick requested a sign at the tills and a badge stating that he is deaf. We created a few samples to ensure the size and design were exactly what he wanted. He now wears the badge on his uniform, and a whiteboard sign is also in place to inform customers. Importantly, Patrick personally worded both the sign and the badge.
•Team Sign Language Training: Chime provided sign language training for the team, and to reinforce this, Patrick placed letters and signs around the staff areas. The team embraced the idea of learning a new word every day, practicing both with Patrick and among themselves. As a result, ISL has become a natural part of daily communication in the store.
• Work Buddy System: Initially, Patrick had a designated work buddy nearby to assist with any communication challenges. However, this support is rarely needed now, as he and the team have developed effective ways to communicate.
• Deaf Awareness & Communication Training: Chime also delivered training on deaf awareness, communication strategies, and ways to support customers and colleagues who are deaf or hard of hearing. This helped break down stigmas and improve overall accessibility.
• Head Office ISL Training: To ensure better communication when visiting the store, HQ staff are currently taking Irish Sign Language (ISL) classes. This initiative has been really well received and is strengthening inclusivity across the business.
Since joining the team, Patrick’s colleagues have begun to learn Irish Sign Language and have increased their Deaf awareness and some of the communication barriers have eased. With the support of Chime through their Explore Mentoring programme, staff at Mr Price could access advice, support and training to equip them with the tools needed to create an inclusive environment for deaf and hard of hearing colleagues and customers like Patrick.
Kevin Shannon shares his experience gaining employment as a Software Engineer at SAP in Dublin, five years ago. From the beginning of the interview process, Kevin received support from Specialisterne, an agency that specifically supports neurodivergent people into employment, and supports employers to hire more diverse teams.
https://www.youtube.com/watch?v=qz8d1DaiJEM&list=LL
Additional Resources
- Employer guide to inclusion and hiring of people with autism
Adam Harris, CEO and Founder of AsIAm, gives an insight into autism and how employers can be more inclusive. Adam also shares practical advice for hiring people with autism.
For a wider understanding of autism in all areas of life AsIAm have a variety of resources here.
The National Human Rights Strategy for Disabled People 2025-2030 was published on 3 September 2025. It sets out a whole of Government approach to disability and to progressively realising the rights of disabled people under the United Nations Convention on the Rights of Persons with Disabilities. Pillar 2 of the strategy focuses on employment. The government sets out its commitments and priority action for 2025-2026. You may access it, here.
This Strategy sets out a ten year approach to ensuring that people with disabilities, who are able to and want to work, are supported and enabled to do so. Since 2019, Ibec has been a member of the implementation group of the Strategy. The Strategy has a number of objectives including: provide bridges and supports into work for people with disabilities; promote job retention and re-entry to work; and encourage and engage employers to employ people with disabilities. You can read the National Disability Authority's Final Review of Progress under the Comprehensive Employment Strategy for People with Disabilities 2015-2025, here.
Identifying and removing barriers can feel like a daunting task for HR teams and business owners. To support this journey, Ibec has developed the Accessibility Toolkit. This resource provides a structured, practical approach to fostering inclusivity, integrating accessibility into existing HR policies, and ensuring compliance with safety and equality legislation. Download it, here.
This self-assessment tool allows organisations to evaluate their physical spaces, digital tools, and internal processes against current best practices. While not a legal requirement, it serves as a roadmap to identify "hidden barriers and opportunities for growth. Download it, here.
The WIDE (Widening Inclusion of Disability in Employment) Framework supports organisations to hire, retain, and promote more disabled people and create inclusive workplaces. It is built on academic literature and significant consultation with disabled people, employers and disability organisations. Production of the platform has been co-ordinated by Ahead and Employers for Change, and it is currently funded by the Department of Social Protection. Explore the Framework, here.
This Ibec paper explores the barriers to employment for people with a disability. It reviews the existing employment supports available to individuals and employers and makes recommendations towards improving the supports available.
Employers for Change, is an organisation dedicated to empowering employers with the relevant information, support and guidance they need to employee people with disabilities. They have created a robust employer toolkit with relevant definitions, an overview of legislation, health and safety responsibilities as well as best practice guidance.
This guide serves as a resource for employers to understand the power of language in promoting inclusion. It explores the importance of using the right terms, dispels common misconceptions, and highlights how this can contribute to a more productive and positive work environment.
The Oireachtas Work Learning Programme (OWL) has created a document on supporting people with an intellectual disability and becoming a more inclusive employer. This document is built upon and shares the lived experience of people with an intellectual disability.
This Ibec guide provides information and direction for line managers in promoting mental wellbeing for all and understanding and supporting employees experiencing mental health problems while in the workplace.
National autism charity, AsIam has developed practical guidance for employers across recruitment, reasonable accommodations and workplace culture to address the needs of people with autism.
In September 2025, Ibec together with AsIAm launched the Roadmap for Autism and Employment - a joint initiative setting out practical steps for government and business to address systemic barriers that keep Autistic people locked out of the workforce. Download the roadmap, here.
Employers are increasingly recognising neurodiversity as an asset for their organisation. The information and guidance set out in this toolkit from DCU, aims to encourage and guide employers on becoming an inclusive employer with robust inclusive policies and practices.
Neurodiversity at work have created simple recommendations to help ensure that your communications are clear and accessible. Using clear language and implementing best practice from this guide will improve readability for all readers, while acting as a positive tool to ensure the inclusion of with neurodivergent profiles.
Neurodiversity at work produced a simple document to ensure your conferences and meetings are inclusive. This includes general guidance that can be helpful but does not act as a comprehensive guide. It is important to welcome reasonable accommodations and allow neurodivergent people speak to their own needs.
The Irish Cancer Society has developed these guidelines to provide information and guidance to help employers understand the prevalence and impact of breast cancer, how it may impact your employees and advice on how best to support employees after they receive a breast cancer diagnosis. Further resources including a Cancer and Chronic or Serious Illness Policy, a Cancer Support Plan Template, a Returning to Work Meeting Checklist and a Checklist for Managers have also been developed.
This guide has been developed by MS Ireland to provide employers with an understanding of some of the most common ways in which multiple sclerosis (MS) can impact on employment, provide some practical guidance for managing MS in the workplace and to give an overview of the supports that are available from the government to help employers retain employees with MS.
This report has been created by Trinity College Dublin to outline the work options available to people with intellectual disabilities and assesses the efficacy of the several initiatives that have been put forth to improve employment chances for this underrepresented group in Irish society. This research looks at the difficulties this cohort has had finding meaningful work and how these obstacles have been overcome by a number of public and private initiatives.
Disability:IN is an international non-profit working to create resources for businesses to increase disability inclusion. They have created a do's, don'ts and simple tips for disability etiquette across different areas of disability.
Ibec's podcast, Ibec Voices, were joined by Ibec employment experts to delve into the area of reasonable accommodations.
Ibec and ICTU have developed a reasonable accommodation passport which is a living document with an agreed list of accommodations held by a worker who has a disability, impairment or health condition. The document aims to assist conversations around disability and give a person with a disability confidence that they are supported by their employer. Download it, here.
- Bank of Ireland Neuroinclusion Policy
To review Bank of Ireland's Neuroinclusion Policy, click on the document link below. - Bank of Ireland Candidate Support Hub
Bank of Ireland provides reasonable accommodations at every stage of their recruitment process for disabilities, neurodivergence or medical conditions. Their candidate support hub is an example of best practice to support an inclusive recruitment process. It also features a webpage dedicated to Reasonable Accommodations.
- Guidance document: Celebrating International Day of Persons with Disabilities
International Day of Disability strives to advance and uphold the rights, dignity, and general welfare of people with disabilities and offers an occasion for people to join together and honour the remarkable people with disabilities in their lives, localities, and workplaces. To support you in your planning, we have developed guidance, with ideas for celebrations and key contacts in the area of disability.