Honoring Labor with Equity: The Future of Employment and Employees with Disability

Every year on May 1st, the world pauses to honor the dignity of work and the relentless efforts of workers everywhere. International Workers’ Day, also known as Labour Day, is more than a celebration, it is a call to recognize, protect, and uplift every person who contributes to the wheels of progress, no matter where they live or what job they do. As we step into this year’s Workers’ Day, we must shine a brighter light on a group that has long been overlooked in labor discussions: employment and employees with disability.

Globally, people with disabilities face huge barriers to meaningful employment. While many are willing and able to work, outdated mindsets, inaccessible workplaces, and lack of policies continue to keep them out of the job market. It’s time to change that. This Workers’ Day, let’s not just celebrate labor, let’s make labor fair and inclusive for all.

Employment and Employees with Disability: A Global Gap That Needs Closing

People with disabilities make up over 1 billion of the global population, yet they are far more likely to be unemployed than their non-disabled counterparts. In many countries, the employment rate of people with disabilities is less than half that of those without. This means millions are being denied the opportunity to earn a living, live independently, and contribute meaningfully to society.

What does “employment and employees with disability” really mean? It means designing a job market that is open and accessible to people with physical, sensory, intellectual, or mental health impairments. It means offering equal chances for hiring, promotion, training, and fair wages. And it means building a world where disability does not equal disadvantage.

Unfortunately, too often, the narrative around workers with disabilities is either one of pity or exclusion. But the truth is, people with disabilities are just as skilled, driven, and innovative as anyone else, if not more, because they’ve had to overcome systems that weren’t built with them in mind.

The Value of Inclusive Employment

There is a growing body of research and real-world evidence showing that hiring people with disabilities is not charity, it’s smart business. Employers who embrace inclusive hiring practices often report:

• Higher retention rates

• Greater employee loyalty

• Stronger workplace morale

• Improved team performance

• Access to untapped talent pools

Additionally, diverse teams tend to be more innovative and adaptable, because they bring different perspectives to the table. Employees with disabilities often possess problem-solving skills, resilience, and empathy, qualities that every company needs in today’s fast-changing world.

By focusing on employment and employees with disabilities, businesses not only do the right thing morally, but also gain a competitive edge economically.

Barriers Still in the Way

Despite the known benefits, the road to employment for many people with disabilities is still full of potholes. Common barriers include:

Physical inaccessibility: Offices without ramps, elevators, or accessible restrooms.

Digital inaccessibility: Hiring platforms or training systems that are not screen-reader friendly.

Bias and stigma: Employers may assume that a person with a disability cannot do the job, without even offering them a chance.

Lack of accommodations: Even small changes like flexible hours or adaptive tools are often not provided.

For meaningful progress to happen, society must confront these barriers head-on and move beyond performative inclusion.

What Governments Can Do

Governments have a big role to play in ensuring employment and employees with disability are a national priority. They can:

• Enforce anti-discrimination laws in hiring and workplace treatment.

• Offer tax incentives or subsidies to employers who hire people with disabilities.

• Invest in vocational training and inclusive education from an early age.

• Promote disability representation in public service and leadership.

In countries where such measures have been put in place, there has been a clear increase in workforce participation among people with disabilities.

What Employers Can Do

It’s not just up to governments. Private employers must take real steps toward inclusion by:

• Reviewing their recruitment practices to eliminate bias.

• Partnering with organizations that support workers with disabilities.

• Making sure workplaces, physical and virtual, are accessible to all.

• Listening to employees with disabilities when designing policies or tools.

Hiring a person with a disability should never be about ticking a diversity box. It should be about finding the right talent, and making sure your company is open to everyone who can contribute.

Real Life Impact

At Participant Assistive Products, inclusion isn’t just a policy, it’s the foundation of the company. An inspiring 8 out of 10 employees have a disability, proving that when businesses are intentional about accessibility and representation, everyone thrives. This commitment not only challenges outdated stereotypes but also creates a workplace rich in empathy, creativity, and lived experience. As we mark International Workers’ Day, Participant stands as a powerful example of what is possible when we center employment and employees with disability in our workforce strategies, not as a favor, but as a forward-thinking investment in talent and innovation.

Celebrating Workers’ Day with Action

This Workers’ Day, don’t just post a graphic or tweet a quote. Ask yourself and your community: What are we doing to promote employment and employees with disabilities?

• If you’re an employer, consider reviewing your hiring practices.

• If you’re a policymaker, push for stronger disability employment policies.

• If you’re a worker, advocate for your disabled colleagues and speak up against unfair treatment.

• If you’re a person with a disability, know that your voice and work matter deeply.

The Future Is Accessible

The world of work is changing fast. With remote work, digital platforms, and gig economy models, new doors are opening. But if we’re not intentional, those doors will still be shut to many people with disabilities.

Let’s build a future where inclusion is not optional, it’s the standard.

Employment and employees with disability should not be an afterthought in labor conversations. They should be at the center. Because when everyone is given the chance to work, to lead, to build, everyone benefits.

International Workers’ Day is a tribute to the sweat, strength, and spirit of workers everywhere. But it must also be a moment of reckoning. How inclusive is our celebration of labor if millions are still left behind?

Employment and employees with disability is not a side issue, it is a human rights issue, an economic issue, and a justice issue. As we raise our flags and sing our songs this May 1st, let’s also raise the bar for what a fair and inclusive workplace looks like. Because only then can we truly say that we honor all workers.

Click here to read about the vision behind Participant Assistive Products and also read about inclusive hiring