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 March 29, DNetwork held its second User Gathering event. These are regular events held across Indonesia that are designed to provide knowledge about DNetwork to job seekers and workers with disabilities, educate DNetwork users about workplaces and job expectations, and connect job seekers with workers with disabilities to discuss their experiences.

25 people with a variety of disabilities attended this User Gathering, as well as an academic representative from Udayana University and eight companies that have partnered with DNetwork. These attendees all came together to discuss how people with disabilities can enter the workplace. This was a great opportunity for all those who attended. Each person with a disability shared their experiences working or applying for jobs, to help each other have a better chance of finding work.
Additionally, several of the companies that attended held open interview sessions with some of the attendees with disabilities, and five of them were accepted for positions! DNetwork hopes that this User Gathering and others like it in the future will lead to more inclusive opportunities for persons with disabilities in workplaces around Indonesia.

DNetwork would also like to express its gratitude to the users and representatives from Amarterra Villas, Alaya Hotels, Buffalo Tours, Fairmont Hotel, Marriott Bali Seminyak Hotel, Shangri-La Resort Bali, Sintesa Hotel, Swiss Bell Hotel and Udayana University, who attended and participated in this event. Their support is greatly appreciated.

More than 25 DNetwork users were given a tour of the hotel and its facilities, alongside presentations on the types of jobs available at a 5-star resort like Alaya.

This orientation event was made possible by the generous support of Destination Asia, a travel company in Bali that provided transportation assistance to the attendees. Destination Asia is also a DNetwork partner organisation and collaborates with them to employ people with disabilities.
DNetwork is looking forward to continuing its partnerships with Alaya Hotels and Destination Asia in the future.

In November, DNetwork held an event at the Annika Linden Centre to celebrate the launch of a new video showcasing some of their success stories. The video was created in partnership with the local video production company Satu Bumi Jaya, with funding from the US Consulate General Surabaya. Representatives from companies and disability support organizations attended the event and each shared their experiences and hopes for the progress of the disability sector. Attendees included Christine Getzler-Vaughan from the US Consulate General Surabaya, as well as representatives from Satu Bumi Jaya, Dash Hotel Seminyak, Alaya Hotels, Gerkatin Bali, Bali Deaf Community, Buffalo Tours, YPK Bali, Puspadi Bali, Pradnyagama, Pertuni Bali, Movenpick Resort Bali, and Happy Trails Asia!

DNetwork looks forward to working closely with these wonderful partners in the future to promote and support the employment of people with disabilities in Indonesia. To watch the video, please visit bit.ly/DNetworkVideoEng!

DNetwork works hard every day to connect jobseekers with disabilities with open-minded and supportive businesses across Indonesia.

They are now partnering with the Ayana Resort and Spa in Nusa Dua, which has hired two members of the Bali deaf community, Gunawan and Adhit. Gunawan works as a florist and Adhit as a Garde Manger kitchen hand.

Clive Edwards, General Manager of Ayana, said “it was important for us to select the right partner who was aligned to our values. DNetwork presented the correct option as their organisation, efforts and concern for the people drawn to them was unmatched.”

Ayana is just one of DNetwork’s fantastic partners. The DNetwork team are proud to work with many leading organisations across Indonesia, providing jobs and working to remove the stigma associated with people with disabilities. 

For more information on how to partner with DNetwork, current vacancies or recent achievements, please visit www.dnetwork.net.