Ibec's Accessibility Toolkit and Self-Assessment Tool: Unlocking Potential

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While many Irish businesses have made strides in Diversity and Inclusion a significant gap remains regarding disability in the workforce. Current data reveals a stark reality: the employment rate for people with disabilities in Ireland stands at just 32.6%, trailing far behind the European Union average of 51.3%.[1]

For employers, this represents a massive, untapped reservoir of talent. With one in five working-age individuals in Ireland having a disability, many of which develop during their careers, proactive inclusion is no longer just a "nice to have"; it is a business imperative.

Research indicates that organisations leading in disability inclusion significantly outperform their peers, reporting 1.6 times more revenue and 2.6 times more net income than industry counterparts. [2] By fostering an environment where everyone can thrive, companies drive higher rates of innovation, retention, and profitability.

Understanding your responsibilities

Under the Employment Equality Acts 1998-2021 (EEA’s), employers have a legal obligation to prevent discrimination and provide "appropriate measures"; commonly known as reasonable accommodations.

For the purposes of the EEA’s, a disability is defined as:

1. The total or partial absence of a person’s bodily or mental functions, including the absence of a part of a person’s body;
2. The presence in the body of organisms causing, or likely to cause, chronic disease or illness;
3. The malfunction, malformation or disfigurement of a part of a person’s body;
4. A condition or malfunction that results in a person learning differently from a person without the condition or malfunction; or
5. A condition, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgment, which results in disturbed behaviour;

and shall be taken to include a disability that at present exists, or which previously existed but no longer exists, or which may exist in the future, or which is imputed to a person.

Section 16 of the EEA’s set out that;

3(b) The employer shall take appropriate measures, where needed in a particular case, to enable a person who has a disability

1. To have access to employment,
2. To participate or advance in employment, or
3. To undergo training

unless the measures would impose a disproportionate burden on the employer.[3]

Introducing the Ibec Accessibility Toolkit

Identifying and removing barriers can feel like a daunting task for HR teams and business owners. To support this journey, Ibec has developed The Accessibility Toolkit. This resource provides a structured, practical approach to fostering inclusivity, integrating accessibility into existing HR policies, and ensuring compliance with safety and equality legislation.

A centrepiece of this initiative is the Workplace Accessibility and Inclusion Assessment Tool. This self-assessment allows organisations to evaluate their physical spaces, digital tools, and internal processes against current best practices. While not a legal requirement, it serves as a roadmap to identify "hidden" barriers and opportunities for growth.

Accessibility is about giving equal access to everyone. By utilising these tools, Irish businesses can take proactive steps toward fostering a more inclusive and accessible working environment for all.

For more information, please see the below resources:

• The Ibec Accessibility Toolkit: This Toolkit outlines key legal obligations for employers under Irish and EU law, alongside practical guidance and best practise case studies on fostering accessibility and inclusion in the workplace.
• The Ibec Workplace Accessibility and Inclusion Assessment: This Self-Assessment Tool allows organisations to benchmark how accessible their current practices are and identify areas for improvement across different parts of their business.
• Podcast: Learning by Doing: Hear how Mr. Price leveraged proactive inclusion to drive positive business outcomes.

[1] Disability Federation of Ireland

[2] Accenture 2023: The Disability Imperative

[3] For individual cases concerning reasonable accommodations within the workplace please reach out to your dedicated ER Executive or the Ibec Knowledge Centre.