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

March 2021 was a memorable month for DNetwork - Jaringan Kerja Disabilitas. Chosen by the Indonesian Ministry of Tourism and Creative Economy, DNetwork was one of nine companies/organizations to represent Indonesia in the 2021 South by Southwest (SXSW) international event.

SXSW is one of the largest festivals in the world that showcase music performances, films, and creative ideas. Since 1987, this festival has been annually held in Austin, Texas. However, during this pandemic, SXSW 2021 was held online on March 16-20.

DNetwork had the opportunity to present a virtual booth which invited international visitors to discuss inclusiveness and job opportunities for people with disabilities and propose collaborations. Several startups and even multinational companies visited and discussed. The DNetwork team also had the opportunity to watch various panel discussions on inclusion such as "Disabilities and Tech; Barriers and Opportunities" and "Disability-led Innovation for Future Workspace" which were very eye-opening about the development of disability issues and their solutions.

DNetwork - Jaringan Kerja Disabilitas started 2021 by sharing the spirit of inclusion, especially in hope for the job opportunities for people with disabilities this year will be available even wider. Considering that 2020 was a difficult year, many people with disabilities lost their jobs and those looking for work never got the opportunity. Therefore, in 2021 DNetwork is committed to strive even harder and encourage companies to open up inclusive jobs while assisting people with disabilities to develop their skills to match with today's job opportunities.

Throughout January 2021, DNetwork held two seminars that focused on providing information to employers about the importance of building an inclusive work environment and how to recruit and work with people with disabilities. The first seminar on Monday (18/1) was aimed specifically at about 50 employees of the British Embassy in Indonesia, including the British Ambassador for Indonesia, Mr. Owen Jenkins. Meanwhile, the second seminar on Tuesday (26/1) was held in collaboration with the Manpower and Transmigration Office of East Java Province, attended by around 60 company representatives around East Java. Hopefully these seminars will inspire job providers and the employment situation with disabilities this year will be better than the previous year.

December 21st, 2020 marked seven years of the journey of DNetwork - Jaringan Kerja Disabilitas. Since it was founded seven years ago, there have been many twists and turns, stories, and achievements that are certainly worth celebrating. Even so, in the midst of the current pandemic, the usual form of celebration is impossible. There’s no gatherings nor blowing candles. As a replacement, DNetwork invited the wider community to celebrate this moment virtually.

Through the Instagram account @dnetwork_indonesia, DNetwork held a fun little competition. The public was challenged to upload an Instagram Story to celebrate DNetwork’s birthday which contains prayers and hopes for DNetwork in the future. Creativity and originality were the main aspects to determine the winners. It turned out that the public were quite enthusiastic; the posts uploaded were quite numerous and varied. Some made simple video clips either with Indonesian spoken/written language or sign language, edited photos, made poetry, and played the song “Happy Birthday” with traditional musical instruments.

Various prayers and hopes were conveyed, especially for DNetwork to have a broader positive impact to create an inclusive Indonesia in the future. All these prayers and hopes really fuel our enthusiasm to start this new year.

As we all know, the COVID-19 pandemic has made a huge impact on society. The disability community is one of the most affected. The increasingly limited access to various things, including work, is a formidable challenge and indicates that the movement to create an inclusive society in Indonesia has a long way to go.

DNetwork – Jaringan Kerja Disabilitas is committed to continue to be part of the movement towards inclusive society, especially in terms of employment. Even though throughout 2020 the level of disability employment has dropped dramatically, DNetwork hopes that the beginning of 2021 will bring new enthusiasm for companies and the business sector to boost their inclusivity.

Therefore, in November 2020 DNetwork launched the #KantorRamahDisabilitas (disability friendly offices) campaign via social media consisting of encouragement for companies to build an inclusive work environment, educational materials on how to work with various types of disabilities, inspiring stories from employees with disabilities and inclusive companies, as well as webinars on similar themes.