Building an Inclusive Workforce

Inclusive employment has become an increasingly important issue in Indonesia. With growing awareness and stronger government policies, more organizations are realizing that hiring people with disabilities is not only a social responsibility but also a smart business move.
Creating an inclusive workplace leads to innovation, productivity, and a stronger sense of community.

Here are five key facts about how disability inclusion is shaping the future of work in Indonesia.

1. 1% Job Quota for Private Companies

According to Law No. 8 of 2016 on Persons with Disabilities, private companies with more than 100 employees are required to allocate at least 1% of their job positions for people with disabilities.
This regulation aims to ensure equal opportunity and demonstrate corporate commitment to diversity and inclusion.

2. 2% Job Quota for Government Institutions and State-Owned Enterprises

Public institutions and state-owned enterprises (SOEs) have a higher quota — they are required to provide at least 2% of job positions for people with disabilities.
This policy ensures that the public sector sets an example in promoting equality and inclusion in the workplace.

3. Employees with Disabilities Are Equally Productive and Loyal

Studies show that employees with disabilities are just as productive and loyal — if not more so — than their non-disabled peers.
Their resilience, problem-solving skills, and strong work ethic make them valuable assets for any inclusive organization.

4. Interviews Can Be More Flexible

Inclusion starts at recruitment. Job interviews can be conducted in different formats — written, via video, or with an assistant — as part of reasonable accommodation.
This ensures that every candidate has a fair opportunity to present their skills and potential.

5. Career Opportunities Across All Fields

People with disabilities can pursue careers in a wide range of industries, from hospitality and design to data analytics and information technology.
This shows that ability, not disability, defines one’s potential to succeed in the workplace.

Moving Toward a More Inclusive Future

Inclusive employment is not just a legal obligation — it’s a strategy for building a stronger, more empathetic, and sustainable workplace.
By creating opportunities for people with disabilities, companies can drive innovation, boost morale, and strengthen their social impact.

Let’s continue working together to build a future where everyone has the opportunity to grow, contribute, and succeed. 

 

Creating an inclusive work environment for persons with disabilities is not just about providing additional facilities—it requires a comprehensive understanding of their diverse and specific needs. Practical accommodations impact not only comfort but also productivity and employee loyalty.

Here are several comprehensive strategies companies can implement to provide appropriate workplace accommodations:

1. Understand the Legal Framework as a Foundation

The first step is understanding the regulations that serve as both a legal and ethical guide. Indonesia’s Law No. 8 of 2016 on Persons with Disabilities, along with relevant guidelines from the Ministry of Manpower, requires employers to provide reasonable accommodations. This includes physical accessibility, accessible information, and reasonable adjustments to the job process. These legal frameworks serve as the foundation for internal policies.

2. Increase Literacy on Types of Disabilities and Their Implications at Work

Each type of disability has different needs. Understanding these differences is key to providing the right accommodations. Some examples include:

  • Blind/Low Vision: screen readers, accessible digital documents or applications, and tactile indicators like guiding blocks in the workplace.

  • Physical disabilities: adjustable desks, ramps, and accessible elevators.

  • Deaf/Hard of Hearing: sign language interpreters, written texts, or visual aids.

  • Intellectual or psychosocial disabilities: clear communication, structured routines, and social support from colleagues.

This knowledge helps prevent generic solutions and ensures accommodations are tailored and effective.

3. Engage in Open Communication with Employees with Disabilities

Avoid making assumptions. Instead, have open conversations with employees about what they need to work optimally. Consistent communication builds trust and fosters a responsive workplace. Often, the best solutions come from simply listening to employees’ lived experiences.

4. Conduct Individual and Structured Accessibility Assessments

Each person has unique needs. Personalized assessments can be conducted through:

  • One-on-one interviews

  • Needs surveys

  • Workplace observation

The results should be well-documented and analyzed as a foundation for designing targeted and effective accommodations.

5. Invest in Inclusion Training for HR and Management

Workshops and training on disability inclusion can equip HR teams and managers with practical skills, such as designing inclusive recruitment processes, providing sensitive feedback, and building diverse teams. These efforts help foster a more adaptive and non-exclusive organizational culture.

6. Pilot and Validate Accommodations

Before applying accommodations on a larger scale, test them with the intended users. Gather direct feedback: Does the tool or facility truly help? Are there any challenges?

For example, an application designed to be accessible might not yet work well with screen readers due to technical barriers. Testing helps avoid waste and ensures efficiency.

7. Conduct Regular Evaluation and Adjustment

Employee needs can change over time due to advancements in technology, shifts in job roles, or changes in individual health. Conduct regular evaluations (e.g., every six months) to ensure accommodations remain relevant and effective. Involve employees with disabilities in the process to keep their voices central to every decision.

Workplace accommodation is not about giving special treatment, but about ensuring equal access for everyone to perform at their best. Companies that implement accommodations effectively not only comply with the law but also demonstrate leadership in promoting diversity, innovation, and employee well-being.

Join DNetwork in creating a more inclusive work environment through educational programs on how to provide appropriate accommodations for employees with disabilities.

Together, let’s build a fairer, more adaptive, and inclusive workplace.

#WorkplaceInclusion #AccommodationStrategies #DisabilityInclusion #DNetworkForCompanies

Webinar “Becoming an Inclusive MSME”

Disability employment is a mandate of the Constitution number 8 of 2016, therefore job providers should start to add insight regarding the recruitment of persons with disabilities and an inclusive work environment, to realize the mandate of the Constitution number 8 of 2016 related to workers with disabilities. In an effort to make this happen, DNetwork Indonesia launched the Aku Mampu Digital Business program in collaboration with the Clevio Coder Camp. In this program, 16 participants with disabilities participate in regular mentoring about becoming a business consultant to take part in internships at MSMEs (Micro Small and Medium Enterprises). Hopefully through this program people with disabilities can improve their skills and have internship experience in MSMEs so that in the future they are ready to enter professional work. In addition, through the internship program, MSME actors will have experience in working with people with disabilities.

To provide insight to MSMEs on the recruitment of persons with disabilities and an inclusive work environment as part of the Aku Mampu Digital Business Program, DNetwork Indonesia and Clevio Coder Camp held a Webinar session on realizing MSMEs that were Inclusive. The webinar took place on February 18, 2022 and was attended by 21 MSMEs from several regions in Indonesia. In this webinar, it is explained how the initial steps that MSMEs can take in recruiting persons with disabilities and how to work with various types of persons with disabilities. At the end of the event, participants were directed to register their MSMEs for those who wish to open internship opportunities for 16 disabled participants who are currently participating in the Aku Mampu Digital Business program. Thus, in addition to gaining insight through webinars, participants of the Inclusive MSME Webinar can also work directly with persons with disabilities.

Dian Parwati Ningsih, a Deaf Friend, who is currently participating in the SAMA internship program from the collaboration between DNetwork Indonesia and GIZ (Deutsche Gesellschaft für Internationale Zusammenarbeit GmbH), is happy to undergo the internship process at Hotel Indigo Seminyak, Bali. This internship is Dian Parwati Ningsih's first experience in participating in a job interview and made it an inspiration for her future when she looks for work. The communication barrier with her colleagues that she experienced when she first entered work did not become a problem in her internship process as a Culinary Staff at Hotel Indigo Seminyak, Bali. Dian felt this awkward feeling only a few days after learning to interact with colleagues through communication using short writing on paper or cellphones.

Since starting her internship in November now, Dian has felt quite comfortable doing her job as a Culinary Staff at Hotel Indigo Seminyak, Bali, even Dian's colleagues are very open in guiding and also adjusting to communicating with her as a disabled worker at Hotel Indigo.

Dian's current internship program is such a good experience for her for work preparation when Dian completes her final year of education at SLB Negeri 2 Denpasar.

Thank you DNetwork Indonesiafor facilitating Dian started from the work preparation workshop stage to the current internship stage, this program is very helpful in enriching her insight and experience in the workplace, especially in the Hospitality department 😊

In commemoration of International Disability Day, supported by the Financial Services Authority (OJK), DNetwork held several pieces of training for people with disabilities in the field of content writing, photography, and freelance career building training. Through this training, it is expected to improve the ability of people with disabilities in the digital world so they can compete in the digitalization era and can take advantage of online platforms for business development and promotion. By having proper content writing and photography skills, people with disabilities will be able to do it. This event took place offline and online from December 1 to December 10, 2021.

 

The face-to-face training started from December 1 to December 7 2021 at Annika Linden Center, Jalan Bakung Number 19 Denpasar Kesiman Kertalangu. This training, in collaboration between DNetwork and Annika Linden Center, conducted 3 days of photography training which was attended by 15 persons with disabilities from 1 December to 3 December 2021, followed by 2 days of content writing training which was attended by 15 participants as well. All participants who took part in the face-to-face training are domiciled in Bali and very enthusiastic about participating in the training to develop their skills in photography and content writing.

 

Three days webinar starting from December 8 to December 10, 2021, which discusses Creative with Mobile Phones, Social Media, and Freelance Job Opportunities for Disabilities. For three days this webinar was attended by 82 persons with disabilities from all over Indonesia, including participants who had attended face-to-face training from December 1st to 7th, 2021. We hope that after participating in these 3 webinar sessions the participants will have creative ideas in using mobile phones and social media for business development and have the knowledge to look for opportunities to work freelance so that they can compete in this digitalization era.