International Day of Persons with Disabilities

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International Day of Persons with Disabilities (IDPD) offers a vital moment for reflection, action, and renewal.

For HR leaders and senior managers it’s a strategic opportunity to assess how inclusive, equitable, and accessible their workplaces truly are.

IDPD aims to promote the rights and wellbeing of persons with disabilities in all spheres of society.

In the workplace, this translates into a commitment to dismantling barriers whether they’re physical, digital, or attitudinal and fostering environments where everyone can thrive.

Why does it matter?

  • 1 in 6 people globally live with a disability, yet many face systemic exclusion from employment opportunities.
  • Inclusive workplaces are more innovative, resilient, and productive, benefiting from diverse perspectives and problem-solving approaches.
  • Accessibility isn’t just compliance – it’s culture. It reflects how deeply a company values equity and human dignity.

Key questions for HR and senior managers:

01. Are our recruitment practices accessible?

  • Do job postings use inclusive language?
  • Is our application process navigable by screen readers or other assistive technologies?

02. Do our physical and digital workspaces accommodate diverse needs?

  • Are there quiet spaces, ramps, adjustable desks, and captioned video calls?
  • Is our intranet accessible to employees with visual or cognitive impairments?

03. Are we fostering psychological safety and belonging?

  • Do employees feel comfortable disclosing disabilities without fear of stigma?
  • Are managers trained to support neurodiverse team members?

04. Do we include disability in our DEI strategy?

  • Is disability representation visible in leadership, ERGs (Employee Resource Groups), and internal communications?
  • Are we measuring progress and impact?

Below are some actionable steps to make IDPD a catalyst for lasting change:

  • Host educational events or panels featuring disabled voices – employees, advocates, or community leaders.
  • Audit your policies and practices for accessibility gaps and commit to closing them.
  • Partner with disability organisations for recruitment, training, and consultation.
  • Celebrate achievements of disabled employees and amplify their contributions.
  • Invest in assistive technologies and flexible work arrangements that empower all staff.

Inclusion is not a checklist – it’s a mindset. HR leaders and senior managers have the power to turn intention into impact. IPD is a chance to recommit to building workplaces where everyone, regardless of ability, can contribute, grow, and lead.