Inclusion Opportunities of Work 4.0? Employment Realities of People with Disabilities in Germany

Abstract

The normative and political call for an inclusive working world as the UNCRPD explicates is not consistent with the current employment realities of people with disabilities in Germany and in the Nordic countries such as Iceland, Norway or Sweden. Only a fraction is able to find employment on the labour market, while segregated systems are expanding at the same time. We reference the 'Work 4.0' discourse with a particular focus on substitutability potentials and automation processes in the course of digitalization. These developments go hand in hand with the pluralization of employment constellations as well as progressive expansion of education and devaluation of qualifications. This article takes a critical look at these processes of change in the working world with regard to their effects on people with disabilities. The central contradictions between political, legal, and normative demands for employment realities to be organized inclusively as well current developments in the area of technology, employment, and knowledge are discussed.

Disability and employability in the audio-visual sector: the (dis)connection between corporate social sustainability goals and the employment experiences of people with disabilities

“…The findings also indicate some mistrust among PwD regarding the reserve quota in the workforce, as many of them believe this measure is incapable of guaranteeing their permanence in the labour market if it is not accompanied by follow-up control mechanisms. Consequently, it has been verified that the quota system is outdated and does not conform to the current egalitarian framework (Revillard, 2023), nor does it provide practical opportunities for labour participation (Jochmaring;York, 2023). Companies could enable the social integration of PwD in the work environment (TB7-T2) by offering support to their HR hiring managers (T7.2-TB2).…”

“…On the other hand, government approaches are highlighted by their pragmatism, which have been limited to fostering a cultural change in the workplace supported by measures such as flexibility to promote inclusion (Molyneux, 2023). Moreover, the use of regulations and economic incentives to minimise discrimination and foster inclusion in the labour market have not had a positive impact on the actual incorporation of PwD into the workforce (Jochmaring;York, 2023).…”

“…However, the majority of PwD are unemployed and face poverty and social exclusion (Blattner, 2021). As such, it seems that legal obligations do not create real opportunities for them (Jochmaring;York, 2023). In fact, the reserve quota aimed at increasing the employment of PwD is considered an outdated policy tool which, far from the current egalitarian framework (Revillard, 2023), reinforces discrimination against them (Huang, 2023).…”

A Scoping Review of Research Exploring Working Life Practices of People with Disabilities During the COVID-19 Pandemic

“…The situation that the outbreak of the pandemic put us in, forcing us to rethink how and where work can be performed, has certainly sped up the transition towards more flexible and inclusive working arrangements (Martel et al 2021;Teklè 2022). Yet, there is little evidence describing what this means in practice and what this implies, both to people with and without disabilities (Jochmaring and York 2023).…”

“…Working life underwent a transition towards increased remote working arrangements, alternatively termed 'telework'; that is, different ways of working outside the traditional office, at home or in other locations, using telecommunication technologies (Martel et al 2021;Teklè 2022). New forms of communication and collaboration that evolved during the pandemic have become a 'digital normality' for people with and without disabilities (Jochmaring and York 2023). The technological advances applied to work from home hold the potential to be implemented post-pandemic as a strategy to increase accessibility for a range of disabilities (McNamara and Mason Stanch 2021;Schur et al 2020;Tang 2021).…”