People with disabilities face numerous challenges in the workplace that can affect their performance and well-being. Despite advances in inclusion, barriers persist in many areas. Promoters analyzes the main impediments in order to identify whether they are difficulties in themselves or could be due to prejudice and/or lack of knowledge.

Physical Accessibility

Architectural barriers remain a significant problem. An office building without proper ramps or elevators, a person in a wheelchair may have difficulty accessing their workplace or different areas such as restrooms, the cafeteria or meeting rooms. Some workers may need an adjustable-height desk and ergonomic furniture. if the company fails to provide the needed adaptations, the employee may experience physical pain and fatigue which may lead to lower productivity.

Lack of Awareness

The lack of awareness among coworkers can create a less inclusive environment. For instance, if colleagues do not understand how to interact appropriately with a person with disability, they may avoid direct communication, creating isolation. Training on inclusion and diversity can help mitigate these issues. Often, people with disabilities are open to communicating their needs. They are also open to share how unsolicited help can cause them discomfort. Active listening is key for an environment of respect, empathy, and collaboration.

Limited Access to Education and Training

Limited access to professional training is a significant barrier. The lack of accessible resources may make it difficult for a person with disabilities to obtain a job that requires certain skills or certifications. Companies can help by offering specific training programs for people with disabilities.

Stress and Mental Health Issues

Constantly facing a hostile work environment can generate high levels of stress and mental health problems. For instance, an employee with a disability may feel constant anxiety about how their abilities are not perceived by their colleagues and supervisors. This can affect their performance and well-being.

Prejudices and Stigmas

The above barriers, undoubtedly of great importance, occur when a person with a disability is already working in a regular company. However, the most difficult obstacle to overcome is the prejudice and stigma that, as a society, we impose and which prevents people with disabilities from accessing employment. It should be taken into account that access to employment will allow them greater autonomy and and a certain degree of economic independence in their daily lives.

Prejudices can lead to the underestimation of the abilities of people with disabilities. The unequal distribution of employment opportunities between people with and without disabilities can lead to poverty for the former. Employment is how we all improve social inclusion and human dignity. Promoters wants to emphasize that the fact that a person has a disability does not mean that he/she does not have other abilities and skills to share, develop and /empower. 

In the study conducted by Nagtegaal, de Boer, van Berkel, Derks, and Tummers Why Do Employers (Fail to) Hire People with Disabilities? A Systematic Review of Capabilities, Opportunities and Motivations is stated that the most frequently barriers are: 1)employers´expectations that people with disabilities are unproductive; 2) that hiring them is expensive; and 3) employers´lack of knowledge about disabilities. It is said that only large companies could afford to hire people with disabilities.

The authors note that the COM-B model aims to identify Capabilities, Opportunities, and Motivations of employers that hire people with disabilities such as the good reputation of the company, the inclusion and diversity in the work teams and the richness that diversity brings to the work environment. In the other hand, many companies recognize the lack of knowledge they have regarding how to treat people with disabilities or of the disability itself. They also highlight the complexity of the administrative steps that must be taken to hire people with disabilities (excess bureaucracy, limited help in finding applicants and a lack of understanding of the rules). The belief that co-workers will respond negatively to people with disabilities. And a more current barrier is that technology has reduced the need for manual completion of certain task that people with disabilities were able to perform.

Many countries are taking measures to promote the labor market participation of people with disabilities such as anti-discrimination laws and quotas. However, employment of people with disabilities is still low. Addressing these challenges and obstacles is not easy and requires a genuine commitment from companies, governments, and society as a whole. Implementing effective inclusion policies, investing in accessibility, and promoting a culture of respect and empathy are fundamental steps to ensure that people with disabilities can fully and satisfactorily perform their job functions.