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

The Aku Mampu program, which was initiated by DNetwork - Jaringan Kerja Disabilitas supported by YSEALI Seeds for the Future, has entered its second phase which focuses on the entrepreneurship theme, with the title "Aku Mampu Berbisnis". This program is in line with the increasing number of people with disabilities turning to entrepreneurship during the COVID-19 pandemic and considering the large opportunities in this field. DNetwork chose Femalepreneur Indonesia, an entrepreneurial learning forum with community members of more than 3,000 entrepreneurs throughout the nation, as a partner who provides modules and mentors to run this program.

In “Aku Mampu Berbisnis”, there are three main activities for people with disabilities who own businesses. First, the Zoom class which is divided into four sessions over two weeks. The four classes are themed; Entrepreneurial Mindset, Business Planning, Prototyping & Product Testing, and Marketing Through Text and Images. Second, online mentoring via WhatsApp where all participants are allowed to ask questions and consult about their business every evening for two hours. Third, the selection of the five best participants to receive intensive mentoring for business development and small grant as a business capital of Rp 2,000,000 each. Activities have started at the end of October 2020, attended by more than 70 business owners with disabilities, and will last until early December 2020.

After successfully holding five online classes for persons with disabilities, as a part of the Aku Mampu program, DNetwork also conducted various outreach to the wider community regarding disability issues, especially those related to employment. The socialization was carried out in various ways and targets different audiences. Even so, the goal was one; to raise public awareness of the importance of collaboration in creating an inclusive society.

All socialization activities were held online, in collaboration with various parties. On Tuesday (29/9), DNetwork explained about job opportunities for Indonesians with disabilities in front of the South Tangerang City government, all heads of city agencies, sub-district heads, and representatives of the disability community in an event held by the South Tangerang City Development Planning Agency (Bappeda). Then, Sunday (4/10), DNetwork had a fruitful discussion with the Special Education students from UNS. Meanwhile, on Monday (5/10), DNetwork was interviewed by Denpasar City Public Radio in a live broadcast that highlighted the inclusivity issue.

DNetwork also hopes to reach more layers of society to be more aware of disability issues. Therefore, campaigns through social media are also carried out regularly. Arrohma Sukma, a woman with a disability who is known to the public as a mountain climber and entrepreneur, is recruited by DNetwork as an ambassador for Aku Mampu who will help to amplify the messages brought by DNetwork.

One of the impacts of the COVID-19 pandemic is the changing in the world of work; from the reduction of employees in many business lines due to the company's economic downturn, to the shifting of many aspects of the company to digital format. Even when the business world has gradually moved towards the "new normal", these changes have brought the world of work to deeper problems, especially for job seekers with disabilities; an explosion in the number of job seekers which makes the job market competition very tight and the increasing demands for mastery of digital skills that so far have not been taught in special needs schools (SLB) or independent courses.

Responding to this challenge, DNetwork comes up with a new program entitled Aku Mampu (means “I am capable”), which is supported by the Young South East Asian Leaders Initiative (YSEALI) Seeds for the Future. Aku Mampu aims to help job seekers with disabilities develop their skills and knowledge to align with current career opportunities. Through this program, DNetwork equips job seekers with disabilities with job preparation modules that are available in various formats (text, audio, and Indonesian Sign Language video) and are free to download. There will also be a series of online classes which aim to thoroughly elaborate all the material in the module. Modules cover many things, from exploring one’s interests and talents, tips and tricks on making a good CV and handling job interviews, to A-Z about freelancing and entrepreneurship. Aku Mampu is to run from August to December.