There is a sparse evidence base of employment interventions that specifically focus on people with intellectual and developmental disabilities (IDD). The little research available has indicated that the perceived benefits of employment for persons with IDD are similar to that of the non-disabled population in terms of their relationships with co-workers, increased income and opportunities, feeling of being busy and productive and self-worth.  Low employment rates among people with IDD have been reported globally. This brief explores the evidence of the possible causes and issues regarding interventions to increase employment of persons with IDD.

Assistive technologies encompass a wide spectrum of devices and services that act as an interface between the person and environment. The use of assistive technologies in the workplace has been identified as a beneficial strategy to enable people with disabilities to obtain and maintain employment. However, the current information has been defined in general terms and how to choose one accommodation over another is not very well understood in the literature. The specific technologies and accessible solutions that have successfully been used in the workplace by people with disabilities are also not well documented. It is important to know what assistive technologies are being used in the workplace, what benefits and challenges it poses and for whom to understand what can be done to assist people with disabilities to obtain and maintain employment.

Besides being underrepresented in the workforce globally, people with disabilities are more at risk of bullying, harassment and discrimination in places of work than people without disabilities. Bullying of people with disabilities at places of work is associated with negative outcomes that include emotional distress, low job productivity and satisfaction, and adverse economic consequences, especially in the worst-case scenario of dismissal from work due to disability. There is evidence that primary preventive interventions targeting employers/employees through promotional activities can mitigate the incidence of bullying against people with disabilities in occupational settings. This evidence brief summarizes what is known about the impact and interventions for preventing bullying of people with disabilities in places of work.

Despite initiatives, strategies and legislation attempting to promote and enforce equal opportunities for persons with disabilities, including in low- and middle-income countries (LMICs), evidence globally suggests that the labour market is far from inclusive. Youth with disabilities are often unemployed, underemployed or earn less than non-disabled colleagues. They are often the last to be hired, the first to be retrenched or fired, or hired for unskilled jobs. However, there is limited research and evidence of initiatives and programmes that support persons with disabilities into employment.  This evidence brief aims to identify and provide evidence on the strategies and models that are effective in assisting young people with disabilities to enter into employment, as well as to highlight barriers and gaps in knowledge to inform future practices.

Evidence suggests that gaps in educational achievement between people with and without disabilities is greatest in low- and middle-income countries (LMICs).  Education is one of the fundamental rights for individuals, with educational attainment being associated with multiple positive outcomes related to improved employment rates, social inclusion, self-sufficiency, and independent living. The Global Campaign for Education (2014) has emphasized that education must be equitable, inclusive, and free to achieve universal education and has emphasized the need for concrete steps to overcome all forms of discrimination. Literature highlights multiple barriers for young people with disabilities in accessing higher education, including lack of financial assistance, policy provisions and regulations in higher education (HE) institutes. This evidence brief summarises what we know about how to overcome the under-representation of people with disabilities in higher education.