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

As a platform which connects people with disabilities with the workplace, collaborating with Pabrik Pie Susu Ajik (the Pie Susu Ajik Factory) opened opportunities for our users to join as Production Staff. At the beginning of 2022, DNetwork Indonesia helped connect six Deaf people working as Production Staff at the Pie Susu Ajik Factory, one of Deaf is Ayu Komang Mahadewi, who has started working since April 2022. Information on vacancies as Production Staff was obtained by Ayu via social media DNetwork, and then tried to apply.

After the vacancy deadline was closed, Ayu received an interview call from the company via WhatsApp, and was able to pass the interview process well because the interview test used writing as a medium of communication so that Ayu had no difficulty even though she had hearing difficulties.

Currently Ayu is working as a Production Staff in charge of printing Pie Susu cakes at the Factory, and she feels happy to be able to work in a friendly environment to accept her.

"Thank you DNetwork for helping provide work information to friends with disabilities, so Ayu is now working and has her own income."

Descr: Implemented on March 16th until 18th 2022, through I Can: Work in the Digital Era, encourage disabilities job seekers to gain insights and knowledge about freelance profession and its preparation to compete in this digital era.

 

The "Aku Mampu" series is an educational program initiated by DNetwork Indonesia to prepare our users, job seekers with disabilities, to be able to compete in the workforce. Many things need to be prepared by the user before entering the workforce. In addition to the skills they have mastered, for example, build up their self-confidence to apply for jobs, making an attractive application letter and CV to be applied for jobs make job seekers are ready to enter the process of enter the work field. In addition to work preparation, the participants of these trainings are introduced to the profession as freelancers, by offering the services of their abilities. Participants are also given knowledge on how to create an attractive portfolio that can be offered to the potential clients. Therefore, in the Aku Mampu: Bekerja di Era Digital (I Can: Work in the Digital Era) Program, DNetwork Indonesia provides education to job seekers with disabilities about things that need to be prepared before entering the work field in this digital era so that job seekers with disabilities are ready to compete.

This event took place online from March 16th to 18th 2022, and was attended by people with disabilities from all over Indonesia. In this program, job seekers with disabilities get insight for tips and tricks for freelance work, how to arrange a job application CV to be attractive and other preparation. In these three webinar sessions, participants are selected to participate in further mentoring with Bridges for the Future - Plan International Indonesia Foundation, on job preparation training to join the online job fair in June. Hopefully through this program, disabilities job seekers can find job opportunities to support their careers in the future.