How can the Covid-19 pandemic have contributed to employing disabled workers? Across the world, millions of workers have been able to extract one positive arising from the pandemic. The need to isolate and keep businesses operational finally made remote working a possibility for anyone with a job that could be performed at a distance, not just for those working for a forward-thinking company. 

This is undoubtedly a huge step forward in terms of work-life balance and flexibility for all workers. However, this has provoked another, more significant outcome for a previously marginalized group – disabled workers. The sudden, widespread acceptance that remote working can be productive for businesses and conducive to better wellbeing has altered the employment landscape permanently, making employing disabled workers easier.  

How remote working is helping employing disabled workers

With all candidates asking for greater flexibility, many new roles are designed to be carried out either partly or fully remotely. Disabled applicants no longer need to differentiate themselves by requesting flexibility and possibly putting themselves at a disadvantage. To put this in context, this positively affects the employment chances of 42 million US citizens who live with a disability. 

Most companies have realized that presenteeism – the culture of long hours spent being ‘visible’ in the office – is completely at odds with diverse workforces. Now, the onus is increasingly on employers to prove why an employee needs to attend the office, rather than the employee presenting reasons for special consideration in order to work from home. Research by the Kessler Foundation and the University of New Hampshire found that the labor-force participation rate of working adults without disabilities has risen almost four percentage points since 2020, whilst for those with disabilities it was slightly ahead at a 5% increase. 

Understanding the spectrum of disability and needs

Disability as a label covers an infinite spectrum, but the one thing almost every disability has in common is that it makes commuting and office based work even more difficult. In many cases, traveling to and from a distant location each day is simply unviable. Relying primarily on the use of email, Zoom calls and messaging apps may be a cultural shift, but is a great equalizer for disabled workers, making it easier to be judged on input and delivery alone. 

When we talk about disabled workers, we often think primarily of someone who needs to use a wheelchair or has other mobility issues. It’s important to also consider, for example, someone who uses a service dog for visual support, those who live with chronic illnesses or someone dealing with a mental health issue.  Additionally, there is growing recognition that the unique perspectives offered by neuro diverse workers are valuable, and will be instrumental in moving organizations forward. 

How Public Employment Services can support disabled workers and employers

The playing field might not be completely level yet, but we do seem to be at the beginning of better employment prospects for disabled workers. For Public Employment Services, now is the time to engage with companies who have updated their working practices. We can also incentivize and support those who are yet to update their work model and start offering fully remote options.  

Concurrently, Public Employment Services should look at the overall provision for disabled workers within their systems. Getting the features and functionality in place in systems to manage disability verification and create personalized job matches, will optimize return to work processes and their chance of success. 

WCC’s solution for a diverse job seeker support system

Our employment software has these features built-in to ensure that disabled workers can be processed and matched as efficiently as every other jobseeker. Removing the extra steps and processes that make a disabled person ‘different’ in the eyes of an employer, should originate with your country’s Public Employment Service. This will also position consultants well to advocate for disabled workers and ensure they are treated fairly.  

Let’s make employing disabled workers as seamless as possible and look forward to a time when jobseekers are judged solely on their experience, talent and ambition.