Inclusion in the workplace: untapped potential with added value

People with disabilities have skills, prospects and a high level of motivation. Nevertheless, their potential often remains untapped in the labor market. Companies that recognize this potential not only secure a competitive advantage, but also contribute to a diverse and sustainable working world.

The professional participation of people with disabilities is much more than a legal requirement. It offers opportunities for innovation, sustainable personnel development and social responsibility. The following article highlights the legal framework, describes the specific benefits of inclusive employment and shows which sectors are particularly successful at inclusion.

I have had a close connection to this topic since I was a child. My mother works as a teacher in the field of disability support, which brought me into contact with the challenges and opportunities of people with disabilities at an early age. After graduating from high school, I completed my community service in a Caritas workshop and residential home. I was able to gain valuable insights and experience the everyday lives of these people at first hand, particularly during the intensive weekend work and all-day services on Saturdays and Sundays.

During my time in the workshop, I repeatedly noticed that many of the younger clients, but also some people in their early 40s, worked there exclusively and had hardly any opportunities to take up regular part-time or full-time employment outside the workshop. In total, around 50 people worked in this workshop, only two of whom also worked part-time in the catering department, specifically in the kitchen. They carried out their tasks within the workshop, as well as in the restaurant, with great reliability and remarkable care. The pride they exuded was impressive.

However, there were also several people who could do significantly more than is currently expected of them. Particularly in the technical department, which includes manual activities, it was shown that some employees with disabilities do a good job, not only with precision, but also with commitment and responsibility. The crucial question remains: Why do these people so rarely find a place in “normal” employment? There are several reasons for this Firstly, there is often a lack of trust on the part of carers, particularly within families, who have little confidence in those affected. Secondly, many companies underestimate the potential of these people or shy away from making the necessary adjustments in the workplace.

It is important to emphasize that the increasing quality of education and support is helping more and more people with disabilities to develop their potential, even beyond traditional fields of activity such as crafts or gastronomy. One outstanding example of this is Ana Victoria Espino de Santiago from Mexico. She is the world’s first lawyer with trisomy 21 (Down’s syndrome) and has impressively demonstrated that an academic career is also open to people with intellectual disabilities. Such role models should serve as a wake-up call: Although this does not apply to everyone, many people with physical or mental disabilities have abilities that are often not attributed to them. A social and entrepreneurial paradigm shift is therefore urgently needed.

But what is the legal situation? And what measures can companies take to successfully integrate people with disabilities? The question also arises as to which sectors are particularly successful in inclusive employment and how companies can benefit from such diversity. These aspects are examined in detail below.

Legal framework

In Austria, a clear legal framework forms the basis for the integration of people with disabilities into the labor market. According to the Federal Disability Equality Act (BGStG) and the Disability Employment Act (BEinstG), companies with at least 25 employees are obliged to employ a minimum quota of 4% of people with disabilities. This regulation has been in place for several decades and is intended to ensure that people with disabilities are not excluded from working life.

Companies that do not meet the statutory quota must pay a compensation tax, which currently amounts to around EUR 3,400 per unfilled mandatory position per year. This compensation tax is intended as an incentive to create inclusive jobs. At the same time, the state offers various subsidies to support companies in implementing the employment of people with disabilities. These include financial subsidies for workplace adaptation, the purchase of technical aids and training measures for employees and managers.

Furthermore, Austrian social law stipulates that people with disabilities are entitled to measures for occupational integration and participation. This includes not only support in finding a job, but also individual support from specialist integration services that facilitate the transition into the labor market and ensure sustainable integration. This ensures that barriers, whether physical, organizational or communicative, are systematically removed.

As part of the implementation of these requirements, the prohibition of discrimination applies, which is specified in the Federal Disability Equality Act. Employers may not discriminate against people with disabilities either when hiring or during the employment relationship. This applies to all phases, from the application process and employment to further training and promotion opportunities. Creating barrier-free access and workplaces is an essential part of creating equal opportunities.

In addition, a new directive on “Inclusive Work” has been in force since 2022, which places a stronger focus on the sustainable integration and individual support of people with disabilities. This directive promotes innovative working models that emphasize flexibility and adaptability. Companies are encouraged to create an inclusive working environment that values diversity and takes into account the special needs of employees with disabilities.

Industries in which people with disabilities can be successfully integrated

The integration of people with disabilities into the labor market is an important social and economic goal. Numerous practical examples and studies show that inclusion is possible and can be successfully implemented in many sectors. Inclusive companies in particular play a pioneering role here. According to Aktion Mensch, they offer barrier-free and inclusive jobs in the following sectors in particular:

• Retail: In many inclusive companies, employees with disabilities are actively involved in sales. Working together with colleagues without disabilities not only promotes social cohesion, but also makes it easier to cope with everyday life and focus on customers. Retail is therefore an area that offers a variety of tasks and therefore opportunities for different skill profiles.

• Gastronomy and catering: Inclusive workplaces are also becoming increasingly common in the gastronomy sector. Inclusive businesses, for example, rely on inclusive kitchens and service areas in which people with different disabilities can contribute their strengths. This ranges from food preparation and serving to warehouse logistics.

• Craft and production: Craft activities and production also offer a wide range of employment opportunities. Many inclusive companies employ people with disabilities in the manufacture and assembly of products or in the packaging sector. The activities can often be flexibly adapted to individual needs.

• Housekeeping and cleaning: According to the Competence Center for Securing Skilled Workers (KOFA), jobs in housekeeping, cleaning or vehicle maintenance are particularly suitable for people with disabilities. These industries often provide a clear structure and recurring processes, which is an important prerequisite for successful integration for many of those affected.

• Warehouse logistics and order picking: Warehouse logistics is another area that is characterized by a wide range of possible applications. Here, tasks can be adapted according to abilities and health requirements, enabling people with different impairments to participate.

The wide range of sectors shows that people with disabilities are by no means limited to certain activities. Rather, modern working environments and inclusive companies offer the opportunity to specifically promote strengths and break down barriers.

Measures and methods for the integration of people with disabilities

The successful integration of people with disabilities into the labor market is no coincidence, but the result of targeted measures and individual adjustments. The approach goes far beyond pure employment and includes the design of workplaces, working time models and supportive aids.

A central measure is the individual adaptation of the area of responsibility. According to Randstad’s HR portal, care is taken to ensure that the tasks assigned correspond to the employee’s abilities and health conditions. This can mean that more complex tasks are broken down into smaller, manageable steps or adapted to mechanical aids. In this way, excessive demands are avoided and those affected can develop their full potential.

Another important aspect is the barrier-free design of the workplace. This includes both structural adaptations, such as wheelchair-accessible entrances, as well as the use of technical aids. Braille lines or screen readers can be integrated for blind employees, while light signals can be used instead of acoustic signals for deaf employees. Such technical solutions are now widespread and make a significant contribution to ensuring that people with different impairments can participate in working life on an equal footing.

Flexible working time models also play an important role. People with chronic illnesses or other health restrictions often require individual working hours or the option to work from home. This flexibility increases employee satisfaction and loyalty and reduces sickness-related absences.

In addition, a study by Seichter et al. (2025) published by Springer-Verlag emphasizes that an inclusive working environment is also supported by an open corporate culture. An appreciative attitude on the part of all employees and managers creates a climate in which psychological and social barriers can be broken down. This promotes identification with the company and increases motivation.

Scientific findings on the effectiveness of inclusion in the workplace

The positive effects of inclusive employment have been proven by numerous scientific studies. The study by Seichter, Troegeler and colleagues (2025) shows that companies that systematically promote inclusion not only increase the employment rate of people with disabilities, but also benefit from increased job satisfaction and productivity. Inclusion can therefore be seen as a competitive advantage.

Furthermore, an analysis by the Cologne Institute for Economic Research (IW) shows that inclusive jobs make a significant contribution to securing skilled workers. In view of demographic change and the increasing shortage of skilled workers, the targeted integration of people with disabilities is becoming an important strategy for filling vacancies and thus maintaining economic strength in the long term.

The IW study also emphasizes that inclusion also contributes to social sustainability. Companies that are committed to inclusion improve their social reputation and contribute to an open and diverse working environment.

Pioneers of inclusion – what do they do differently?

Some companies have been pioneers in the area of inclusion and integration of people with disabilities for years. One example from Austria is Bank Austria and Austrian Lotteries, which not only significantly exceed the statutory employment quota, but also implement a wide range of measures to promote accessibility and equal opportunities.

There are also role models outside Austria: Akquinet AG from Hamburg, for example, has set up integration data centers in which over 40% of employees have a disability. Inclusion and diversity are firmly anchored in the corporate culture here, supported by a specially established integration officer who takes care of the needs of affected employees.

These companies show that the inclusion of people with disabilities means much more than just meeting legal requirements. It is an active process that is realized through targeted support, barrier-free working conditions and awareness-raising at all levels. Through these holistic measures, they not only create an inclusive working environment, but also send a clear signal of social responsibility and sustainable HR policy.

Importance of leadership and corporate culture

Not only structural and organizational adjustments are crucial for successful inclusion, but above all the attitude of managers and the corporate culture. The analysis by Seichter et al. emphasizes that managers have a role model function and must actively exemplify inclusive values. This includes openness, empathy and consciously addressing the needs of employees with disabilities.

An open communication culture that addresses and constructively resolves barriers helps those affected to feel accepted and develop their potential. Raising awareness among all employees also plays an important role in breaking down prejudices and promoting inclusive cooperation.

Challenges and fields of action for the future

Despite positive developments, there are still challenges. Studies from the field of inclusion research show that a lack of accessible infrastructure, a lack of awareness in companies and an inadequate legal framework continue to present hurdles. People with disabilities also report insecurities regarding the disclosure of their impairment and fears of discrimination.

In order to overcome these challenges, further investment is needed in raising awareness, in technical aids and, above all, in the systematic implementation of inclusion. Cooperation between politics, business and social organizations remains a key success factor.