Ireland has ‘one of the worst employment records for disabled people’, a report has found
The ODI report urges CEOs and government leaders to better implement systemic reforms to integrate people with disabilities into the Irish workforce.
The Open Doors Initiative (ODI), an independent organization that creates opportunities to deprived people into the workforce, launched From Awareness to Action: Ireland’s Business and Policy Guide to Closing the Disability Employment Gap, reports.
Developed in partnership with EY and informed by round tables with business leaders, policy makers and people with lived experience, the report examines how, despite full employment, Ireland maintains one of the highest places. disability work vacancies in the European Union.
According to the report, 22% of people in Ireland live with a disability, but less than half of the working age population, compared to 70pc of people without a disability. This 21pc jobs gap is among the largest in the EU.
The ODI is of the view that this represents a significant missed opportunity for businesses, as companies that lead in disability inclusion have been found to be 28pc more productive and have twice the net income.
Commenting on the report’s findings, Jeanne McDonagh, CEO of the ODI said, “Ireland is facing a shocking reality. Doing nothing to address this problem increases the risk of poverty and social exclusion for members of the disabled community. We can no longer view disability inclusion as a ‘social issue’ managed by the welfare state.
“It’s a systemic failure in the labor market and a missed economic opportunity for Irish businesses. As a disabled CEO myself, I’m standing here to stand up for employment among my peers. If barriers are removed and a level playing field is created, people can work to their full potential.”
To change the tone
He explained that there needs to be a “fundamental shift from corporate social responsibility (CSR)”, which is often seen as ‘donation’, to a social justice business, which requires businesses to actively break down systemic barriers between their core activities to ensure equality, dignity and justice.
He said, “This involves designing diverse workplaces, building trust through transparent data, equipping managers with practical tools and most importantly, putting disability representation at the leadership table.
“The business case for inclusion is clear, diverse and equal organizations are flexible, innovative and resilient. They bring creativity, problem-solving and a different lens, all of which benefit the bottom line and strengthen stakeholder capitalism. This is not just a matter of compliance, it is an important step.”
Onward and upward
The report provided guidance on how change can be implemented across the board, starting with three stages, foundation, embedding and transformation, and five key recommendations for business and Government.
Among the recommended measures, the ODI report calls for the redesign of recruitment systems and workplaces to include automation, where we go beyond what can be seen as initial representation and really embed the core concepts of accessibility and flexibility from the get-go.
There should also be efforts to build employer and business trust through clear information and communication that encourages disclosure by building trust and reporting simple impact. Managers should be equipped with practical and effective tools that go beyond limited awareness training and instead provide valuable resources and clear guidelines.
The report also suggested that Government action is needed to reduce the financial risks associated with the employment of people with disabilities. This would include the withdrawal of essential support from the employment status and the use of fixed means-tested benefits, which are not disability payments.
Finally, the ODI suggested increasing the visibility of disability leadership, where significant efforts are being made to ensure that people with disabilities lived experience of disability management they are present in leadership and decision making.
“Businesses play an important role in driving this change, but government initiatives are equally important,” McDonagh said.
“By investing in education, tackling the costs of disability and streamlining support systems, policy makers can empower people with disabilities and enrich our society and economy. I urge you to join Open Doors as a partner and help us build on this work, ensuring Ireland becomes a leader in disability inclusion.”
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