Evidence briefs

12 results

What is the current evidence on promoting employment for people with intellectual and developmental disabilities?

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.

  • Livelihood & Social Protection
SignificanceFeasibilityApplicabilityEquity
Recommendations
  • Provide training on inclusive employment practices to employers and co-workers to ensure that people with IDD experience supportive working environments.
  • Evaluate the fit of the individual to the job position as well as customise the job description to promote better mental health of the individual.
  • Interventions need to be adequately adapted to the realities of persons with intellectual disabilities
  • Increase knowledge and awareness about assistive products and technology and the need thereof for people with IDD.
  • A multi-sectoral approach e.g. job coaches, co-workers, managers, and families are needed to create more work participation and promote supported employment.

How does assistive technology benefit people with disabilities on their path to and in employment?

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.

  • Livelihood & Social Protection
  • Cross-cutting
SignificanceFeasibilityApplicabilityEquity
Recommendations
  • Provide alternative basic and inexpensive computer interfaces
  • Increase and provide comprehensive training in the use of assistive technology from a younger age
  • Along with the provision of assistive technology, provide associated services to prevent its abandonment
  • Ensure that people with disabilities have access to the same assistive technology in the home as they would in the workplace during remote working as a result of the COVID-19 pandemic
  • Provide training for the colleagues of assistive technology users to ensure awareness and a supportive work environment

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