Every year on December 3rd, the world marks the International Day of Persons with Disabilities, a day to celebrate the achievements of people with disabilities, raise awareness, and promote inclusion across all areas of society. In 2025, the theme continues to emphasise the importance of accessibility, equity, and dignity, especially in the workplace.

However, for people with disabilities, the workplace can often be a space of exclusion or missed opportunity. That’s why disability inclusion in the workplace isn’t just a matter of compliance, it’s a matter of wellbeing, rights, and organisational success.

Yet, people with disabilities are twice as likely to be unemployed compared to those without disabilities. Even when employed, they often face barriers such as inaccessible environments, lack of accommodations, unconscious bias, and limited career progression.

These barriers don’t just affect the individuals themselves, they impact teams, culture, and the bottom line.

Why Inclusion Matters for Wellbeing

Workplace inclusion directly influences wellbeing. For employees with disabilities, feeling seen, heard, and valued can significantly improve mental health, job satisfaction, and overall quality of life. Here’s why it matters:

1. Psychological Safety
   Inclusive workplaces foster environments where people feel safe to express themselves without fear of judgment or retaliation. For disabled employees, this means being able to disclose their disability, request accommodations, and contribute authentically.

2. Sense of Belonging
   Belonging is a core human need. When disabled employees are included in decision-making, leadership, and social activities, it reinforces their sense of worth and connection.

3. Reduced Stress and Burnout
   Constantly navigating inaccessible systems or hiding one’s disability can be exhausting. Inclusive policies and practices reduce this burden, allowing employees to focus on their work and wellbeing.

4. Empowerment and Growth
   Inclusion isn’t just about access, it’s about opportunity. When disabled employees are given equal chances to grow, lead, and innovate, it boosts confidence and career satisfaction.

Practical Steps

Creating a truly inclusive workplace requires intentional action. Here are some key strategies:

Accessible Recruitment - Ensure job postings are accessible and inclusive. Use plain language, offer alternative formats, and make application platforms compatible with assistive technologies.

Reasonable Accommodations - Accommodations aren’t special treatment, they are tools that enable equal participation. This could include flexible hours, assistive tech, quiet workspaces, or remote options.

Inclusive Culture - Foster a culture where disability is not just accepted but celebrated. Encourage open conversations, provide disability awareness training, and challenge language or assumptions.

Representation Matters - Include people with disabilities in leadership roles, committees, and decision-making processes. Visibility helps break down stigma and inspires others.

Review Policies and Practices - Review and develop policies to ensure they support inclusion. This includes everything from onboarding to performance reviews to emergency procedures.

Allies 

You don’t need to have a disability to support inclusion. Allies play a crucial role in creating safe, respectful, and empowering workplaces.

• Listen and Learn - Engage with disabled colleagues, and educate yourself on disability rights and etiquette.

• Speak Up - Challenge exclusionary practices or language. Use your voice to advocate for accessibility and fairness.
  

• Support Accommodations - Normalise the use of accommodations and support colleagues in accessing what they need. 

Institute Supports

Strategy27 emphasises the importance of trusted business leadership, and delivering for all members. This encompasses the need for a sense of belonging, mobility and diversity and ongoing learning. 

The purpose of special network groups is to achieve this in the context of specific member and student profiles and representation needs. They focus on bringing greater awareness and promotion of inclusion across Institute staff, members, students, and member businesses and encouraging senior members to be visible and engaged role-models. The Institute has its own D&I committee, made up of volunteers with the objective of raising awareness of D&I topics, promoting inclusion, educating and supporting members and students and ensuring that the profession is accessible to all. Find out more about the committee here. 

If you are struggling with your mental or emotional wellbeing, Thrive can help you on your journey to better health. For wellbeing advice, contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.