Towards Inclusive Employment – Practice Experience from Indonesia

Increasing the labour market participation of persons with disabilities is essential to their inclusion in all parts of societal life. While the Indonesian Government has introduced a 1% quota for the employment of persons with disabilities in companies with more than 100 employees in 1997, adherence to and the enforcement of this law remains highly unsatisfactory. People with disabilities still face significant barriers and discrimination in the labour market, including negative attitudes among employers and co-workers, inaccessible work environments, fewer (vocational) training opportunities and poor public support. While structural discrimination against people with disabilities in the Indonesian labour market is a major concern, recent research conducted by GIZ also unveiled some positive examples of companies in the private sector that employ people with disabilities. Similarly, activating measures at different policy levels show promising results regarding inclusive employment.

This paper is organized as follows: firstly, it summarizes evidence from a recent survey undertaken by GIZ Indonesia to illuminate employment determinants for persons with disabilities in Indonesia and illustrates how inclusive corporate cultures can benefit both employers and employees. Secondly, it elucidates the role of vocational training as a key precondition for decent employment, drawing on the case of BBRVBD2 Cibinong. Thirdly, the discussion will demonstrate how social protection promotes the labour market inclusion of persons with disabilities.

Fourthly, the relevance of inclusive employment in policymaking by the Indonesian Government will be assessed. Instead of approaching labour market inclusiveness in a normative way, the paper primarily intends to identify and link crucial determinants and implementation experiences concerning the employment of persons with disabilities in Indonesia.