Workplace inclusion for people with disabilities is declining: What needs to change?

Singapore's Ministry of Social and Family Development (MSF) found fewer positive attitudes toward persons with disabilities (PWDs) in 2023.

Photo by Grab on Unsplash

The recent decline in positive attitudes toward people with disabilities (PWDs) in Singapore is deeply concerning.

The National Council of Social Services (NCSS) ‘Public Attitudes Toward Persons with Disabilities Study’ (PAS) found in 2023, 50.6% of survey respondents expressed positive attitudes toward PWDs in the workplace, a sharp drop from 59.6% in 2019.

This trend is not just disappointing for a society striving toward inclusivity—it’s a wake-up call.

As a parent of a two-year-old, I can’t help but wonder: if our attitudes are regressing now, what kind of workplace culture will my daughter inherit? And as a business leader, marketer, or tech leader reading this, you should ask yourself the same.

Why are we moving backwards?

The findings suggest a few troubling insights:

1. Frequency of contact matters
   Respondents who interacted with PWDs at least twice a year reported more positive attitudes. Yet, a significant portion of the population lacks exposure to PWDs. Could this isolation be breeding ignorance or reinforcing stereotypes?

2. Decline in positive perceptions of invisible disabilities
   Positive attitudes toward individuals with autism and intellectual disabilities saw the steepest declines. Are we failing to address less visible disabilities because they are more complex to understand or require more nuanced accommodations?

3. Systemic barriers in workplaces
   Stories like Susan Tan’s—a deaf woman dismissed for perceived incompetence—highlight systemic issues. Employers cite ‘communication challenges’ or ‘lack of fit’, but are these reasons or excuses rooted in unconscious bias?

4. Burnout among caregivers
   The declining quality of life among caregivers, as revealed by the NCSS study, also raises red flags. If caregivers are unsupported, how can they advocate effectively for inclusion?

What can companies do?

To tackle these issues, businesses must go beyond performative inclusion. Here’s how:

1. Leverage marketing to shift public perception

   • Authentic representation: Use advertising to showcase diverse stories of PWDs thriving in work and community settings. Campaigns like Microsoft’s Super Bowl ad on adaptive gaming controllers have shown the power of visibility.

   • Collaborative campaigns: Partner with PWD advocacy groups to ensure accurate and empowering messaging. Highlight success stories that challenge stereotypes.

2. Adopt technology for inclusive workplaces

   • Assistive tools: Invest in technology like screen readers, speech-to-text software, and AI-driven communication tools to enable PWDs to perform at their best.

   • Bias-free hiring: Use AI to detect and eliminate bias in hiring processes, ensuring equal opportunities for PWD candidates.

3. Foster frequent interaction in workplaces

   • Reverse mentoring: Pair PWD employees with senior leaders to foster understanding and empathy.

   • Workplace events: Host inclusive events or team-building activities where employees can interact with PWD colleagues.

4. Commit to training and awareness

   • Empathy workshops: Conduct simulations like navigating spaces in wheelchairs or working blindfolded to build empathy.

   • Skill development for PWDs: Offer training in soft skills like communication and conflict resolution to help PWDs navigate workplace dynamics.

5. Support caregivers

   • Flexible policies: Offer flexible work hours or additional leave for employees who are caregivers.

   • Wellness programs: Provide mental health resources tailored for caregivers to address burnout.

The role of media and tech

Companies can also make use of media, marketing, and technology to accelerate change if wielded correctly:

• Media: Create viral campaigns that challenge biases. Think of how the Always’ #LikeAGirl campaign reshaped perceptions of gender stereotypes—why not a similar initiative for disabilities?

• Tech: Use data-driven insights to identify gaps in inclusivity and track the effectiveness of interventions.

• Social media: Launch challenges or movements encouraging the public to share positive experiences with PWDs, making inclusion a mainstream conversation.

A call to action

We cannot afford to ignore these declining attitudes. As tech, media, and business leaders, we have the tools—and the responsibility—to drive change.

Ask yourself:

• Are your hiring practices truly inclusive or just ticking boxes?

• Does your company invest in technology to accommodate diverse needs?

• Are you using your platform to amplify the voices of PWDs?

For my daughter’s generation, inclusion should not be an aspiration; it should be the norm. Let’s commit to creating workplaces that value everyone—not just for who they are but for what they bring to the table.

The question isn’t whether we can reverse this trend—it’s whether we will.