Research increasingly shows that the employment gap experienced by people with disabilities cannot be explained simply by differences in education, skills, or work experience. The International Labour Organization (ILO, 2024) found that people with disabilities are less likely to participate in the labour market, more likely to be unemployed, and generally earn lower wages than people without disabilities. Importantly, these differences remain even after accounting for factors such as age, education, occupation, and employment history.

This suggests that labour market inequalities are rooted in structural barriers rather than individual capability. Recruitment processes, workplace policies, inaccessible environments, and employer attitudes all influence whether qualified candidates have equal opportunities to enter and remain in employment.

The ILO also found that a significant proportion of the wage gap between workers with and without disabilities cannot be explained by measurable characteristics alone. This points to the influence of factors such as discrimination, unconscious bias, and limited access to workplace accommodations. Although many countries have introduced legislation protecting the rights of people with disabilities, implementation often varies across sectors and organisations.

Another notable finding is the higher rate of self-employment among people with disabilities. While self-employment can provide greater flexibility and independence, it may also reflect difficulties in accessing traditional employment. In other words, entrepreneurship is not always a matter of choice but can sometimes be a response to barriers within the labour market.

For Deaf and hard of hearing people, these barriers frequently relate to communication rather than professional competence. Recruitment interviews without sign language interpretation, meetings without captions, or inaccessible training materials can prevent qualified candidates from fully participating in the recruitment process or workplace. These obstacles arise from the way workplaces are organised, not from an individual’s hearing status.

Taken together, these findings support a shift in perspective. Instead of focusing on how people with disabilities can adapt to the labour market, greater attention should be given to how labour markets can become more accessible. Improving recruitment practices, providing reasonable accommodations, and ensuring accessible communication are practical measures that can reduce existing inequalities and make better use of a diverse workforce.