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 Dr. Megan Anna Neff, AuDHD Psychologist on Instagram: "Autism inclusion at work means reimagining how we design roles, teams, and workplaces so Autistic people can sustainably work. When organizations intentionally design for neurodiversity, through flexible environments, predictable structures, removing ambiguity, and multiple options for communication, Autistic employees report better mental health, higher job satisfaction, and stronger commitment to their roles. Disability and neurodiversity initiatives also benefit the wider workplace by supporting innovation and cognitive diversity.Autism acceptance in the workplace means assuming variability in sensory and cognitive styles and designing with that variability in mind. Practical examples include peer mentors to help new hires navigate unwritten norms, advance notice of schedule or role changes, written follow ups after meetings, sensory breaks, quieter workspace options, and flexibility in where and when work happens. For me, having more control over my sensory environment and the ability to chase my curiosity have made the biggest difference in my relationship to work. Many of the shifts that make workplaces more neuroinclusive are low cost, high impact changes that reduce burnout and unlock the strengths Autistic employees bring without asking us to sacrifice our health.#AutismAcceptance #AutismAtWork #Neurodiversity #NeuroinclusiveWorkplace #DisabilityInclusion #WorkplaceInclusion #InclusiveDesign #ActuallyAutistic #AutisticAdults #Neurodivergent #NeurodiversityInTheWorkplace #PsychologicalSafety"

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The post discusses how workplace inclusion for Autistic people requires redesigning work environments, roles, and communication styles to support neurodiversity sustainably. It explains that flexible environments, predictable structures, clear communication, and sensory accommodations can improve mental health, job satisfaction, and productivity for Autistic employees.

Examples of neuroinclusive practices include providing written follow-ups after meetings, offering quieter workspaces, allowing sensory breaks, giving advance notice of changes, and creating flexible work schedules. The author also highlights that these adjustments are often low-cost but highly effective, benefiting not only Autistic workers but the workplace as a whole by encouraging innovation and cognitive diversity.

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Dr. Megan Anna Neff, AuDHD Psychologist on Instagram: "Autism inclusion at work means reimagining how we design roles, teams, and workplaces so Autistic people can sustainably work. When organizations intentionally design for neurodiversity, through flexible environments, predictable structures, removing ambiguity, and multiple options for communication, Autistic employees report better mental health, higher job satisfaction, and stronger commitment to their roles. Disability and neurodiversity initiatives also benefit the wider workplace by supporting innovation and cognitive diversity.

Autism acceptance in the workplace means assuming variability in sensory and cognitive styles and designing with that variability in mind. Practical examples include peer mentors to help new hires navigate unwritten norms, advance notice of schedule or role changes, written follow ups after meetings, sensory breaks, quieter workspace options, and flexibility in where and when work happens. For me, having more control over my sensory environment and the ability to chase my curiosity have made the biggest difference in my relationship to work. Many of the shifts that make workplaces more neuroinclusive are low cost, high impact changes that reduce burnout and unlock the strengths Autistic employees bring without asking us to sacrifice our health.

#AutismAcceptance #AutismAtWork #Neurodiversity #NeuroinclusiveWorkplace #DisabilityInclusion #WorkplaceInclusion #InclusiveDesign #ActuallyAutistic #AutisticAdults #Neurodivergent #NeurodiversityInTheWorkplace #PsychologicalSafety"

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942 likes, 15 comments - neurodivergent_insights on April 13, 2026: "Autism inclusion at work means reimagining how we design roles, teams, and workplaces so Autistic people can sustainably work. When organizations intentionally design for neurodiversity, through flexible environments, predictable structures, removing ambiguity, and multiple options for communication, Autistic employees report better mental health, higher job satisfaction, and stronger commitment to their roles. Disability and neurodiversity initiatives also benefit the wider workplace by supporting innovation and cognitive diversity.

Autism acceptance in the workplace means assuming variability in sensory and cognitive styles and designing with that variability in mind. Practical examples include peer mentors to help new hires navigate unwritten norms, advance notice of schedule or role changes, written follow ups after meetings, sensory breaks, quieter workspace options, and flexibility in where and when work happens. For me, having more control over my sensory environment and the ability to chase my curiosity have made the biggest difference in my relationship to work. Many of the shifts that make workplaces more neuroinclusive are low cost, high impact changes that reduce burnout and unlock the strengths Autistic employees bring without asking us to sacrifice our health.

#AutismAcceptance #AutismAtWork #Neurodiversity #NeuroinclusiveWorkplace #DisabilityInclusion #WorkplaceInclusion #InclusiveDesign #ActuallyAutistic #AutisticAdults #Neurodivergent #NeurodiversityInTheWorkplace #PsychologicalSafety". 

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THE INTEGRATION OF PEOPLE WITH LOW VISION INTO THE LABOR MARKET: BARRIERS, ACCESSIBILITY AND PERCEPTIONS IN THE CONTEXT OF DIVINÓPOLIS, MINAS GERAIS, AND THE SURROUNDING REGION

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THE INTEGRATION OF PEOPLE WITH LOW VISION INTO THE LABOR MARKET: BARRIERS, ACCESSIBILITY AND PERCEPTIONS IN THE CONTEXT OF DIVINÓPOLIS, MINAS GERAIS, AND THE SURROUNDING REGION

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Disability Inclusion in the Workplace: Why it Matters - Forbes

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Disability Inclusion in the Workplace: Why it Matters - Forbes

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This article discusses the importance of disability inclusion and accessibility in the workplace. It explains that people with disabilities still face challenges such as discrimination, lack of accommodations, and limited employment opportunities. The article highlights that companies with inclusive policies, accessible environments, and diverse teams can improve innovation, productivity, and employee well-being. Promoting accessibility in the labor market benefits both individuals and organizations.

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Inclusion of People with Autism in the Workplace - Ian Menezes Pluvie

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Inclusion of People with Autism in the Workplace - Ian Menezes Pluvie

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The video explains the importance of including people with Autism Spectrum Disorder in the workplace and recognizing the value of neurodiversity. It shows that many autistic people face barriers such as prejudice, lack of understanding, and non-inclusive environments, even though they often have valuable skills like creativity, focus, and attention to detail. The video also highlights that companies can improve innovation and productivity by creating accessible, respectful, and supportive workplaces for neurodivergent employees.

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Empowered Minds: Championing Neurodiversity in workplaces | Jonathan Laloz | TEDxAlmansorParkStudio

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Employment of persons with disabilities declines, near record high

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Employment of persons with disabilities declines, near record high

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The May 2026 National Trends in Disability Employment (nTIDE) report indicates a decline in employment for people with disabilities. But while month-to-month changes are expected within a more limited range at the post-pandemic plateau, people with disabilities continue to maintain stronger employment gains than before the pandemic. nTIDE is issued monthly by Kessler Foundation and the University of New Hampshire’s Institute on Disability (UNH-IOD).

Based on data from today’s BLS Jobs Report and separate nTIDE analysis, the employment-to-population ratio for people with disabilities (ages 16-64) decreased from 38.5 percent in March 2026 to 37.9 percent in April 2026 (down 1.6 percent or 0.6 percentage points). For people without disabilities (ages 16-64), the employment-to-population ratio increased slightly from 74.8 percent in March 2026 to 74.9 percent in April 2026 (up 0.1 percent or 0.1 percentage points). The employment-to-population ratio, a key indicator, is the percentage of people who are working relative to the total population (the number of people working divided by the total population, then multiplied by 100).

From March 2026 to April 2026, the employment-to-population ratio decreased from 38.5 to 37.9 percent for people with disabilities and increased from 74.8 to 74.9 percent for people without disabilities. The labor force participation rate decreased from 41.9 to 41.1 percent for people with disabilities and decreased from 78.0 to 77.9 percent for people without disabilities.

“We hoped April’s employment-to-population ratio (37.9%) would continue the upward trend seen late last year,” remarked John O’Neill, PhD, director of the Center for Employment and Disability Research at Kessler Foundation. “Even so, April’s numbers remained well within the historically high range achieved by people with disabilities during the post-pandemic employment plateau,” he added.

Similarly, the labor force participation rate for people with disabilities decreased from 41.9 percent in March 2026 to 41.1 percent in April 2026 (down 1.9 percent or 0.8 percentage points). For people without disabilities, the labor force participation rate decreased from 78 percent in March 2026 to 77.9 percent in April 2026 (down 0.1 percent or 0.1 percentage points). The labor force participation rate reflects the percentage of people who are in the labor force (working, on temporary layoff, on furlough, or actively looking for work in the last four weeks) relative to the total population (the number of people in the labor force divided by the number of people in the total population multiplied by 100).

“The labor force participation rate of people with disabilities has been declining since it reached its all-time high of 42.8 percent in November 2025,” said Andrew Houtenville, PhD, professor of economics and director of the UNH-IOD. “These declines still fall within the new plateau of around 41.5 percent that was established during the post-pandemic recovery. As price of oil remains high, we expect labor force participation to increase as people with disabilities and their families cope with rising prices of gasoline and other basic necessities. Recall that people with disabilities are more than twice as likely to live in families with incomes below the poverty line, according the most recent Annual Report on People with Disabilities in America, making inflation even more perilous for people with disabilities and their families,” he added.

From April 2025 to April 2026, the employment-to-population ratio increased from 37.4 to 37.9 percent for people with disabilities and decreased from 75.1 to 74.9 percent for people without disabilities. The labor force participation rate increased from 41.0 to 41.1 percent for people with disabilities and decreased from 78.0 to 77.9 percent for people without disabilities.

Compared with the same time last year, the employment-to-population ratio for people with disabilities increased from 37.4 percent in April 2025 to 37.9 percent in April 2026 (up 1.3 percent or 0.5 percentage points). For people without disabilities , the employment-to-population ratio decreased slightly from 75.1 percent in April 2025 to 74.9 percent in April 2026 (down 0.3 percent or 0.2 percentage points).

The labor force participation rate for people with disabilities increased slightly from 41.0 percent in April 2025 to 41.1 percent in April 2026 (up 0.2 percent or 0.1 percentage points). For people without disabilities, the labor force participation rate decreased slightly from 78.0 percent in April 2025 to 77.9 percent in April 2026 (down 0.1 percent or 0.1 percentage points).

In April, among workers ages 16-64, the 6,450,000 workers with disabilities represented 4.3 percent of the total 151,198,000 workers in the U.S.

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Disability Inclusion in the Workplace — TDCI Diversity

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Disability Inclusion in the Workplace — TDCI Diversity

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This video discusses disability inclusion and accessibility in the workplace. It explains the importance of creating professional environments where people with disabilities can work with equal opportunities, respect, and support. The video highlights how accessible workplaces, inclusive hiring practices, and diversity policies help employees develop their skills and careers. It also shows that inclusion benefits both workers and companies by promoting diversity, innovation, and a more welcoming work environment.

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From Isolation to Inclusion: Be my Eyes Workplace Launch - Ian Menezes Pluvie

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From Isolation to Inclusion: Be my Eyes Workplace Launch - Ian Menezes Pluvie

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The video explains how technology can improve inclusion for blind people and visually impaired people in the workplace. It shows how accessible tools and artificial intelligence help blind employees perform tasks more independently, improving communication and productivity. The video also highlights that true inclusion is not only about hiring people with disabilities, but also about providing accessible environments, equal opportunities, and support so they can work confidently and efficiently.

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Double Tap - Where blind people talk tech

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From Isolation to Inclusion: Be My Eyes Workplace Launch

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Accessibility barriers related to employment among persons with disabilities or long-term conditions, 2024 (Laís Freitas)

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Accessibility barriers related to employment among persons with disabilities or long-term conditions, 2024 (Laís Freitas)

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The report highlights that many Canadians with disabilities continue to face significant challenges in the workplace. These barriers include inaccessible work environments, difficulties with transportation, lack of workplace accommodations, negative attitudes from employers or coworkers, and limited access to adaptive technologies.

According to the study, people with more severe disabilities were more likely to experience employment barriers. Common problems included:

Difficulty obtaining suitable jobs

Reduced career advancement opportunities

Challenges participating fully in workplace activities

Inadequate support or accommodations from employers

The article also emphasizes that accessibility issues can negatively affect both employment rates and overall job satisfaction for people with disabilities. Statistics Canada notes that improving accessibility and inclusion in workplaces is essential for increasing workforce participation and creating equal opportunities.

The findings support Canada’s broader goal of building a barrier-free society by 2040.

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The Daily — Accessibility barriers related to employment among persons with disabilities or long-term conditions, 2024

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The Accessible Canada Act supports the development of a barrier-free Canada across seven different priority areas, including employment. Persons with disabilities may experience barriers to accessibility when looking for a job, carrying out their work activities or in their career development. The Survey Series on Accessibility – Experiences with Accessibility and Employment (SSA-EAE), provides a snapshot of the experiences of persons with disabilities or long-term conditions while navigating accessibility barriers to employment.

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This video addresses the challenges faced by people with disabilities in the workplace and highlights the importance of inclusion and equal opportunities. It explains that only 22% of people with disabilities are employed, compared to 65% of people without disabilities, revealing a significant gap in employment. The video also mentions that October is celebrated as National Disability Employment Awareness Month, a time to promote awareness and inclusion. Furthermore, it emphasizes that work is not just about earning a salary, but also about independence, dignity, and being part of a community. Finally, the video encourages society and companies to remove barriers and create more accessible and inclusive workplaces for everyone.

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Did you know only 22% of people with disabilities are employed compared to 65% without disabilities? That’s why every October we recognize National Disability Employment Awareness Month — to celebrate talent, raise awareness, and push for more inclusive workplaces. Because when barriers are removed, everyone wins. 💙 #NDEAM #InclusionMatters #MobilityProfessionals #Accessibility

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In this compelling episode of NCHPAD's Disability And video series, a diverse group of eight individuals shares their unique perspectives on the challenges and triumphs faced by people with disabilities in the workforce. Each participant sheds light on their personal journeys, emphasizing the importance of inclusive workplaces that value the contributions of disabled employees. The discussion navigates the complexities of employment barriers, the need for reasonable accommodations, and the transformative impact of work on personal identity and self-esteem. Through their stories, these voices highlight the pressing need for societal change to foster equitable job opportunities for all, encouraging both employers and employees to rethink traditional employment practices. Join us as we explore these vital conversations about disability and work, aiming to improve awareness and action in the community.

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National Center on Health, Physical Activity and Disability (NCHPAD)

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Understanding the Employment Gap for People with Disabilities

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Disability Awareness - Accessibility at work

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Disability Awareness - Accessibility at work

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Accessibility, assistive technology, and authentic representation are three areas companies can focus on to help employees with disabilities find their voice and reach their full potential. To reap the benefits of a diverse workforce, it’s essential to set up an inclusive workplace that goes above and beyond merely being “ADA compliant.” Steps toward achieving this can include making sure all company events – formal, informal, and digital – are accessible to all. As workplaces incorporate new digital technologies and video conferences replace in-person meetings, employers should think about digital accessibility as an extension of the accommodations we have come to expect in an office environment, such as wheelchair ramps and/or designated parking spots.

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Disability Awareness: Accessibility at Work

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People with disabilities still struggle for a dignified place in the job market.

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People with disabilities still struggle for a dignified place in the job market.

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For people with disabilities, establishing themselves in the job market is not easy. According to the IBGE (Brazilian Institute of Geography and Statistics) in 2019, only 28.3% of the disabled population is employed, a stark contrast to the 66.3% of people without disabilities. Thus, 7 out of 10 people with disabilities seeking employment are outside the job market. Furthermore, the salaries of this group also differ. The average salary for people with disabilities is R$1,639, equivalent to two-thirds of the average salary for a person without a disability—R$2,619.

Isabella's story represents just one case among many that affect people with disabilities. The journalist suffered from cerebral palsy, which left sequelae, one of them being difficulty with mobility. As a child, she needed to use devices to assist with locomotion, but as she grew older she gained greater autonomy. Isabella still needs accessible environments to be able to move freely. As a person with a disability, the journalist has witnessed numerous moments in which she felt abandoned and disrespected because of her condition.

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Jobs for employees with disabilities| DW Documentary

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Jobs for employees with disabilities| DW Documentary

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This DW Documentary follows the professional journeys of two individuals with disabilities, Barbara Jarsinski and Sharaman Sribalan, as they seek to transition from sheltered workshops to the regular labor market in Germany. The film highlights the systemic challenges within these workshops, which, while intended to provide support, often offer repetitive, low-skilled work and wages significantly below the national minimum.

Barbara Jarsinski successfully secured a position at a daycare center for pensioners after five years in a sheltered environment. Her narrative underscores the emotional and social complexity of this transition, as she adapts not only to new job responsibilities but also to the expectations of a professional team and workplace social norms. Despite facing initial interpersonal friction, she persevered, and her contract was eventually extended.

Sharaman Sribalan, who has both cognitive and physical disabilities, expresses a strong desire for more meaningful, creative work, specifically aspiring to design sustainable cars. Supported by his job coach, Utta, he explores internships outside the workshop to build experience. Although he faces setbacks, his determination leads him to an opportunity at a car paint shop, marking a significant step toward his goal of integrating into the competitive labor market. Ultimately, the documentary illustrates that true economic inclusion requires a collaborative effort, with both employers and employees needing to adapt, while emphasizing the importance of patience and tailored support in achieving professional independence.

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Jobs for employees with disabilities | DW Documentary

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accessibility in the contemporary job market

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accessibility in the contemporary job market

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The main laws regarding accessibility and inclusion of people with disabilities (PwDs) in the Brazilian labor market are:

Quota Law (Law No. 8.213/91): obligates companies with more than 100 employees to reserve 2% to 5% of vacancies for people with disabilities (PwDs).

Brazilian Inclusion Law (Law No. 13.146/2015): guarantees equality, accessibility, and prohibits discrimination in the workplace.

Federal Constitution: defends equality and social inclusion of people with disabilities.

Crip Camp

Crip Camp: A Disability Revolution (2020) is an American documentary that chronicles the impact of a summer camp for young people with disabilities in the 1970s. The film highlights how this inclusive space inspired part of the disability rights movement in the United States.

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The relevance of job accessibility to labour market outcomes: Evidence for the São Paulo metropolitan region

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The relevance of job accessibility to labour market outcomes: Evidence for the São Paulo metropolitan region

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Focusing on the case of the São Paulo Metropolitan Region, the largest urban centre in South America, this study provides evidence of the effect of job accessibility on three different labour market dimensions: participation, employment and informality. The evidence is obtained by combining information about household and employment locations and using a probit model together with an instrumental variable strategy. The results indicate that better job accessibility increases the probability of employment for both males and especially females, with employment probability elasticities of about 0.05% and 0.15%, respectively. In addition, we found that better access to jobs positively influences the probability of participation only for females. The set of evidence favours policies promoting higher residential density, transport infrastructure, and family support services.

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The importance of Diversity and Inclusive Workplaces 

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The importance of Diversity and Inclusive Workplaces 

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https://www.edume.com/blog/workplace-diversity-statistics

The research talks about the importance of workplace diversity and inclusivity, showing how important those aspects are to create a healthy and more benefit workplace.

https://youtu.be/wbXxhuraJsE

In this powerful talk, Catarina Rivera tells us why employers and leaders have a lot of disabled employees they don’t know about, and shares how to make workplaces better for everyone by prioritizing disability inclusion. Also, the listener can learn 3 free and simple best practices for inclusion they can build into their culture right now.

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Tips for including people with disabilities in the job market.

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Tips for including people with disabilities in the job market.

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How does your company address the inclusion of people with disabilities? We want to know and we'll help you. This is an important concern, since the inclusion of people with disabilities in the job market is not only about complying with current legislation, but also about properly utilizing the knowledge of professionals with disabilities.

Not to mention that consumers are increasingly attentive to issues such as the inclusion of people with disabilities. Many already consider this before becoming customers of a company.

Regardless of the objective, it is necessary for the company to make all the necessary adjustments to provide true inclusion for people with disabilities. See what they are.

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Infographic from the Ministry of Labor regarding disabled people in the workplace.

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When work is information, accessibility is job infrastructure

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When work is information, accessibility is job infrastructure

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https://www.humanware.com/news/blogs/when-work-is-information-accessibility-is-job-infrastructure/?srsltid=AfmBOoq6sczgSb9jrwetFzjxpyEduDcPD3a009FlX7sMuPNLOkz4aiIZ

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Article from UNIFACS regarding the integration of disabled people into the job market.

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ACESSIBILIDADE AO TRABALHO: A INSERÇÃO DO DEFICIENTE NO MERCADO DE TRABALHO | Bezerra | Direito UNIFACS - Debate Virtual - Qualis A2 em Direito

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ACESSIBILIDADE AO TRABALHO: A INSERÇÃO DO DEFICIENTE NO MERCADO DE TRABALHO

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Blind ex-judo champ says running 'saved his life' / Visually impaired bowler says the sport saved him

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Blind ex-judo champ says running 'saved his life' / Visually impaired bowler says the sport saved him

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A former British judo competitor who went blind as a teenager said losing his sporting career and carpentry job at the same time left him in a "dark" place, and taking up running helped "save his life".

Liam Harkness, 45, from Frome in Somerset, had a rare form of cataracts from the age of six and lost his sight completely due to eye infections at 15.

Despite being blind, he was a semi-professional judoka and also worked as a children's furniture maker until the age of 32 - but he lost both at the same time.

He turned to charity Somerset Sight, and was matched with running guide Zdenek Gregor, an experience he said: "probably saved my life".

https://www.bbc.com/news/articles/cx215p20ge0o

A man who started playing bowls after losing his sight in his mid-40s says the sport has been "a complete lifesaver".

Ron Homer from Yeovil Visually Impaired Bowls Club began playing following a recommendation from his social worker after losing his sight, and consequently his job and driving licence.

After winning a gold medal in New Zealand in 2015 and travelling to places like South Africa and Australia, Homer has been selected to compete in the Commonwealth Games.

"I would encourage anybody with sight loss or any physical disability really, don't just sit at home watching the telly," he said. "Get out, meet people."

https://www.bbc.com/news/articles/c893gp1gv27o

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Autism: Neurodiversity at work works better | Layne Kertamus | TEDxRexburg

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Autism: Neurodiversity at work works better | Layne Kertamus | TEDxRexburg

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As a result of autism’s impact on his family, Layne Kertamus founded Asperian Nation to advise companies on the benefits of becoming neurodiverse workplaces. His neurodiverse business strategies bring a unique perspective to courageous organizations wanting to accelerate workplace well-being and performance. He has led cross-functional teams and profit centers in the insurance and corporate risk management fields. His experience includes a startup that went public. He was appointed by the President of the U.S. He holds a master’s degree in Communication. Neurodiversity. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

//Miguel Bittencourt

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Autism: Neurodiversity at Work Works Best | Layne Kertamus | TEDxRexburg

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At long last, the job market might be giving the Class of 2026 an early graduation present. After years of steady deterioration, there are early signs entry-level hiring is picking up. Read more… | Julia Munslow

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At long last, the job market might be giving the Class of 2026 an early graduation present. After years of steady deterioration, there are early signs entry-level hiring is picking up. Read more from Ray Smith and Te-Ping Chen in The Wall Street Journal: https://lnkd.in/eWY3v48V

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Understanding the Employment Gap for People with Disabilities

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Understanding the Employment Gap for People with Disabilities

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National Center on Health, Physical Activity and Disability (NCHPAD)

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Understanding the Employment Gap for People with Disabilities

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Creating Padlets about accessibility in the job market

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Creating Padlets about accessibility in the job market

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Do a research and publish materials that help other people leran more about the inclusion in the job market. You can share posts, images, news...

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The importance of accessibility in the workplace: Interview with Kim Auclair - By jullya Rosa

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The importance of accessibility in the workplace: Interview with Kim Auclair - By jullya Rosa

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https://changingpaces.com/the-importance-of-accessibility-in-the-workplace-interview-with-kim-auclair/

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I have one more chromosome than you. So what? | Karen Gaffney | TEDxPortland

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I have one more chromosome than you. So what? | Karen Gaffney | TEDxPortland

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Karen is the president of a non-profit organization dedicated to championing the journey toward full inclusion in families, schools, workplaces, and the community for people with intellectual disabilities. She graduated from St. Mary's Academy in Portland, Oregon, and earned a two-year Associate of Science degree from Portland Community College. Karen also received an honorary Doctor of Humane Letters degree from the University of Portland on May 5, 2013, for her work in raising awareness of the abilities of people with Down Syndrome. She is a fearless open-water swimmer, having successfully crossed the English Channel, escaped from Alcatraz (16 times), and conquered Lake Tahoe in 15°C waters. Karen swims to raise funds and awareness of what people with Down syndrome are capable of doing. http://www.karengaffneyfoundation.com/

This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx

//Miguel Bittencourt

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I have one more chromosome than you. So what? | Karen Gaffney | TEDxPortland