At a glance

The ILO Global Business and Disability Network works to create a global workforce culture that is respectful and welcoming of people with disabilities. As part of this mission, much of our work is focused on four priority areas that are crucial to achieving this goal.

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#InvalidOpinions Website

Persons with disabilities are disproportionately impacted due to attitudinal, environmental and institutional barriers reproduced in the COVID-19 response. Attitudinal barriers include stigma, misconception or stereotypes and contribute to other barriers, making the access to medical treatment and inclusion in employment even more difficult.

Together let’s challenge invalid opinions based on stigma and stereotypes.

Disability-inclusive
COVID-19 response

The COVID-19 pandemic and its related socioeconomic consequences magnify obstacles and inequalities. Persons with disabilities are in many ways more exposed to the crisis. The risk in the response to the current crisis is that persons with disabilities will be left behind – a risk companies can address effectively.

Workplace
Adjustment Services

Reasonable adjustments at the workplace, often times also referred to as reasonable accommodations, aim to provide equal opportunities for employees at the workplace, so their skills and talents can be used to full capacity. By recognizing and accommodating individual needs, companies create work environments that truly welcome the diversity of their staff and thereby contribute to greater business success.

Digital accessibility

Digital accessibility should be a key concern for companies of all shapes and sizes, both in terms of attracting more diverse talent and with a view to increasing the base of customers with disabilities. While it is becoming widely accepted that accessibility should be integral to the design of digital products and services, not an afterthought, there is still work to do in order to turn this principle into a reality.

Mental health at work

Mental health concerns are a growing issue for individuals, businesses and societies as a whole, and the negative impacts are economic as well as social. There is a strong business case for improving mental health at the workplace level.

Recruitment of persons
with disabilities

To benefit from wider Diversity & Inclusion in companies, recruitment policies and procedures need to be inclusive of persons with disabilities. Ranging from disability awareness among recruiters, accessible e-recruitment platforms and a focus on job seekers’ skills, there are many simple measures to attract and recruit persons with disabilities to a company’s workforce