Obstacles, obligations and optimism: enhancing transition(s) to employment for people with disabilities in a post-COVID context

The global lockdowns of 2020 associated with COVID-19 have highlighted how, with sufficient impetus, employers can innovate with telecommuting and other accommodations that offer new forms of employment, and new potential for employment inclusion for people with disabilities. This article draws on research, funded by the National Disability Authority of Ireland, to explore the employment of people with disabilities from the perspective of 45 employers in the Republic of Ireland (Ireland). A survey circulated across all counties probed employers’ attitudes, knowledge and experience in working with people with disabilities. The research suggests no one sector, organizational size or governance model excelled in recruiting, selecting and supporting employees with a disability. However, the vast majority were committed to lifting their performance in this regard. The current focus of using wage subsidies as the primary policy mechanism to support employers in lifting the employment of people with disabilities was not supported by our research. Such financial incentives were not seen as essential, regardless of the size or industry of the organization. Rather, employers sought assistance in building their capacity to attract applications, encourage disclosure of disability, and meaningfully support the professional progression of employees with disabilities. A passive investment made to an individual employer, particularly in the private sector, to offset the perceived costs associated with an individual employee does not build capacity for future employees in what will be a fluid post-COVID employment context