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

On January 27, DNetwork in collaboration with the Marriott Bali Business Council held barista training for persons with disabilities at the Fairfield by Marriott Bali Kuta Sunset Road hotel. The training, which lasted around three hours, provided the participants with the basic theory of espresso-based coffee making. Participants also learnt how to use a coffee machine; starting from the process of grinding coffee beans, making various types of coffee, to machine maintenance.
 
It was very interesting to talk to the participants about the reasons why they attended this training. For some, their motivation was based on their love for coffee. Bagus, for example, one of the participants who came with his parents, considered himself a coffee connoisseur and aspired to establish his own coffee shop. Meanwhile, three students of SLB Negeri 2 Denpasar (Special Needs School) stated that they were motivated to take part in the training because they often go to the coffee shop with friends and were curious about the production process of the beverages they usually order.
 
This training is one of many that will be held by DNetwork throughout 2020, in collaboration with various organizations, communities, and companies. The whole series of training is intended to introduce people with disabilities to a broad scope of work so that they can explore and identify their interests and talents.

On Friday 20th December, DNetwork celebrated its 6th birthday at the Annika Linden Centre with a group discussion that explored what the organization can do in the future to make an even greater contribution towards people with disabilities. Around 20 participants attended the event, including representatives of the Bali Deaf Community (BDC), the Movement for Indonesian Deaf Welfare (Gerkatin), and the Indonesian Blind Association (Pertuni).
 
The results of the discussion had a major impact on DNetwork’s start to 2020. DNetwork has prepared several new programs related to the disability workforce sector, including a volunteer program that aims to open more opportunities for the general public who want to help out with DNetwork’s programs in various cities. Volunteers can help DNetwork hold educational events while also facilitating the connection between DNetwork and companies.

DNetwork and Accor Hotels Bali-Lombok signed a partnership agreement at the end of  November. This partnership is expected to open more employment opportunities for people with disabilities (PwD). However, DNetwork and Accor do not focus only on work placement. This collaboration will also prioritize the pre-training program for PwD to prepare them to enter the professional work environment. In the pre-training program, Accor and DNetwork aim to provide PwD with a variety of essential skills in the hospitality industry, such as English and computing skills.

"Through this program, we continue to support employment opportunities in our hotels and help maintain the spirit of diversity and inclusion in all our properties," said Sylvain Pasdeloup — General Manager of Sofitel Bali Nusa Dua Beach Resort who also serves as Area Manager of Accor Bali- Lombok — to the journalists who attended the signing of the partnership agreement event at Amarterra Villas Nusa Dua Bali.

Last September, the DNetwork team visited Surabaya for four days to attend a series of events. On Monday 9th September 2019, DNetwork held its first Surabaya Jobseekers Gathering, in collaboration with Surabaya State University’s Disability Study and Service Centre. The event was a great success, with more than 50 jobseekers attending. During the Jobseekers Gathering, which focused on “Professionalism in the Workplace”,  two speakers from Alfamidi and Jawa Pos shared their views and experience.
On the second and third day, the DNetwork team participated in a Job Fair, which was organized by the Ministry of Manpower and Transmigration East Java Province. Jobseekers with a disability came from across East Java to visit DNetwork’s booth to get information related to job vacancies for people with disabilities. DNetwork also managed to spread the word about workplace inclusivity to many of the companies who participated in the Job Fair.
On the last day, the DNetwork team set up a few meetings with potential collaborators; from government officials and business associations to education institutes. DNetwork also paid a visit to Reika, one of DNetwork’s Surabaya users who now works as a cashier at Alfamidi. What a fruitful visit this was!