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
In picture: Screenshot of one of the English program sessions initiated by DNetwork, in collaboration with After School English.

 

It is undeniable that currently, English proficiency is one of the most influential factors in getting a decent job. Many companies now do job interviews in English, and even make certain English test scores a requirement for applying for jobs. Therefore, DNetwork – Jaringan Kerja Disabilitas, feel the need to equip job seekers with disabilities with proficient English language skills so that their competence in the job market increases.

With the generous support of the Inspirasia Foundation and the Direct Aid Program initiated by the Australian Consulate General in Bali, DNetwork started intensive English language training for 40 selected participants with disabilities. In fact, this activity was very well received by the disability community and the applicants reached more than 100 people from all over Indonesia. To ensure the effectiveness of learning, participants were screened through a pre-test and grouped according to their disabilities so that they can get the accommodations they need and the way of delivering teaching materials that suit them best. The teachers who are part of the After School English institution, are experienced teachers who are good at adjusting teaching methods and making the learning process fun.

One of the Deaf participants, Josephine Kintan, stated that she was very happy to be selected to join this English program. "This is a great opportunity. Especially with the accommodation in the form of a Sign Language Interpreter in each class. Thank you, DNetwork," she explained. We really hope that after the 16 sessions of this English program, all participants will have improved English skills and more confident when communicating in English.

The Aku Mampu program is supported by:

 

DNetwork - Jaringan Kerja Disabilitas once again held a webinar series to support job seekers with disabilities. Unlike the previous events which underlined the development of knowledge and skills, these webinars focused on mindset building. Because undeniably, the mindset plays a very big role in building a person's character, both in the sphere of personal, social, and professional life. As people say, changing your mindset is the beginning of changing your life.

 The webinar series was held for four days, starting from April 13 to 16, 2021. Apart from the DNetwork team itself, there were three other speakers who delivered different modules; Ahmad Aziz (Engagement Lead at campaign.com) spoke about Collaboration, Ana Azzahra (CEO at Saung Research) about Critical Thinking, and Jawwadurrohman (Global Talent & Learning Partner at Gojek) about Creativity.

 Around 40 people with disabilities from various regions in Indonesia participated in these webinars. Various questions and interesting discussions occurred in the four webinar sessions, making them a very fruitful session. According to the survey we distributed to participants after the webinar series, these sessions were very useful, and the delivery was very easy to understand. Suriani, one of the participants, said that the webinars motivated her, "especially to always think positively, brave to keep trying new things, and not to give up even if I have failed in the past".

The Aku Mampu program is supported by: