Overcoming Disability Barriers to Employment and Work
Author: Ian C. Langtree - Writer/Editor for Disabled World (DW)
Published: 2009/01/09 - Updated: 2026/02/12
Publication Type: Informative
Category Topic: Employment - Related Publications
Page Content: Synopsis - Introduction - Main - Insights, Updates
Synopsis: This article tackles persistent employment barriers faced by people with disabilities, offering practical insights for both job seekers and employers. Written by a contributor with direct knowledge of accessibility challenges, the piece addresses common workplace misconceptions about disabled employees' capabilities and productivity. The information proves useful for human resources professionals seeking to understand legal hiring obligations under disability discrimination laws, employers planning workplace accessibility modifications, and disabled job seekers who need guidance on interview preparation and workplace accommodation rights. The article's straightforward approach to physical and mental disability employment issues makes it a practical resource for anyone involved in disability employment advocacy or workplace diversity initiatives - Disabled World (DW).
Introduction
Disability As a Barrier to Work
When somebody has a disability, they are often considered to be less able to work than the average person. Employers look at a disabled person and they are reluctant to hire them because they feel that they will not do the best job possible. Not only is it illegal not to hire somebody because of a disability, but it is also a false opinion that a disabled person cannot work. No matter what the disability, usually there is at least one job suited to the person.
Main Content
Looking Past Disability
Disability could mean that a person suffers from a wide range of problems. They can be either physically disabled or mentally disabled. Even depression is considered to be a disability. For this reason, it is impossible to rule out all disabled people when it comes to the world of work. Unless somebody has a very severe learning difficulty, there will be a job that they can do. Not only that, but they will be able to do certain jobs just as well, or even better as the average person.
As an employer, you have to ensure that your business is fully accessible for a disabled person. So your doorways should be wide enough to accommodate wheelchairs if necessary. You should also have disabled toilets and you should aim to rearrange the structure of your office to make it easier for the disabled to work there. However, whilst some changes do usually need to be made, it is simply a myth that you will dramatically have to change your workplace. Most disabled people get on really well without much support.
If you are disabled and you are worried about getting into the world of work then there are various schemes that may be able to help. You could get coaching in interviews and in how to handle the workplace. In many cases, it could actually do you the world of good getting out to work. It will give you a sense of independence and prove that you are not any less able to do a job than anybody else.
The way in which the world sees disabled people is changing, but there is still a long way to go. It is a misconception that a disabled person will need a lot more help than the average person in the workplace. Of course, each individual is different and some people will need more help than others. However, you should never let disability put you off hiring a person or from yourself applying for various job positions.
Overall, it is illegal for any employer to not hire a person based on disability. So it should never be seen as a barrier to work.
Insights, Analysis, and Developments
Editorial Note: The shift toward inclusive hiring practices continues to gain momentum, yet outdated perceptions about disabled workers remain surprisingly prevalent in many industries. While legal frameworks prohibit disability-based employment discrimination, enforcement alone cannot change entrenched attitudes about workplace capability and productivity. The real transformation happens when employers recognize that accessibility modifications often require minimal investment while yielding significant returns in talent acquisition and employee loyalty. For disabled job seekers, understanding both your legal protections and the practical realities of workplace accommodation requests can make the difference between landing a position and facing another rejection. The employment gap for disabled workers won't close until both sides of the hiring equation - employers and candidates - approach disability not as a limitation to manage, but as one aspect of human diversity that enriches any workplace - Disabled World (DW).
Author Credentials: Ian is the founder and Editor-in-Chief of Disabled World, a leading resource for news and information on disability issues. With a global perspective shaped by years of travel and lived experience, Ian is a committed proponent of the Social Model of Disability-a transformative framework developed by disabled activists in the 1970s that emphasizes dismantling societal barriers rather than focusing solely on individual impairments. His work reflects a deep commitment to disability rights, accessibility, and social inclusion. To learn more about Ian's background, expertise, and accomplishments, visit his full biography.