What is WIDE and Why Get Involved?

• The Ethical Case
  Disability inclusion means embedding equity and is just the right thing to do

  The Ethical Imperative of Inclusive Employment: A Strategic and Moral Responsibility for Irish Employers

  The inaccessible structure of work practices/environments continues to marginalise disabled individuals, limiting their capabilities, participation, and productivity (Dossard et al., 2024). In Ireland, the consequences are stark: disabled people experience poverty rates of 24%, more than double that of non-disabled people (10%) (OECD, 2022). They also require 52–59% more disposable income to meet the additional costs associated with living with a disability (Simon, 2025) such as additional healthcare and transport costs. Employment is central to alleviating this inequality.

  The disability employment gap is one of the primary drivers of this poverty disparity (Kakoulidou, 2025; Klinksiek et al., 2023). Removing barriers to work isn’t just a legal or compliance issue—it is an ethical and economic necessity. Organisations that embrace inclusive employment not only help tackle systemic poverty but also benefit from increased innovation, engagement, and productivity (Atescan-Yuksek, Patsavellas, Salonitis, 2024).

  The embedding of real inclusion practices in the workplace hinges on a fundamental shift in the ethical foundations of organisations—one that prioritises awareness of individual differences, appreciation of inherent uniqueness, and an ethics of care (Edwards et al., 2023; Alacovska & Bissonnette, 2021).

  Designing Workspaces and Practices Through an Ethical Lens

  The application of Universal Design (UD) principles, which are embedded and championed in the WIDE framework, is one concrete step toward ethical inclusion. It promotes spaces that are accessible by all, removing physical and cognitive barriers— as Guffey (2018) calls “a common-sense approach to good design for everyone.” Inclusive design goes beyond architecture—it encompasses how we structure work itself and so, organisations are increasingly recognising the value of flexibility, empowerment, and collaboration (Renard et al., 2021).

  Good inclusive design also reflects intersectional understanding, recognising that disability does not exist in a vacuum but intersects with race, gender, socioeconomic status, and other identities. Ethically inclusive workplaces create psychological safety and belonging, ensuring every employee’s voice is heard and valued in decision-making processes (Sustainability Directory, 2025).

  This shift is not only morally justifiable but strategically sound (see ‘The Business Case’).

  Ireland’s Ethical and Strategic Opportunity

  Ireland ranks among the worst globally for disability-related poverty (OECD, 2022). The economic exclusion of disabled people is both a moral failing and a missed opportunity. With targeted, ethical inclusion efforts—rooted in care, justice, and universal design—employers have the power to make a significant contribution to the reversal of these trends.

  Implementing the WIDE framework offers a practical approach for employers to make a difference and play their part in dismantling long-standing inequalities that continue to shape our society.

• The Business Case
  Inclusive businesses are more productive, innovative, profitable, and sustainable

  Disability Inclusion: A Strategic Business Imperative

  Forward-thinking companies are already leveraging disability inclusion as a competitive advantage. According to Accenture (2023), businesses that lead in disability inclusion outperform their peers significantly achieving

  • 1.6x more revenue,
  • 2.6x higher net income, and
  • 2x the profit.

  These results are not incidental. They reflect a deliberate commitment to unlocking underutilised talent through inclusive workplace practices.

  The shift toward inclusive employment aligns with broader global trends in purpose-driven business. Grounded in management theory and the UN Sustainable Development Goals, this “purpose-driven” model—championed by Deloitte, KPMG, Accenture, and others—places societal wellbeing at its core. The British Standards Institute (2020) and Haski-Leventhal (2021) both advocate for a deliberate move toward purpose-driven strategies that prioritise meaningful participation and long-term sustainability as fundamental to organisational success.

  Untapped Talent: A Competitive Advantage

  In Ireland, capitalising on this opportunity is more critical than ever. The country is facing a significant talent shortage, with 76% of employers struggling to fill roles across all sectors and company sizes (ManpowerGroup Talent Shortage Report, 2025). This is despite Ireland having the most highly-educated workforce globally—52% of working-age adults hold a bachelor’s degree or higher, ahead of Switzerland, Singapore, and the United States (Global Tech Talent Guidebook, 2025).

  And yet, a major source of qualified talent remains untapped. Just 49% of Ireland’s 1.1 million disabled people are currently in employment in comparison to 71% of non-disabled people (CSO, 2023), and Ireland has amongst the largest disability employment gap in Europe (European Disability Forum, 2023). For business leaders focused on innovation, sustainability, and future growth, this represents a missed opportunity—and a clear call to action.

  The Future of Jobs Report (2025) signals a shift already underway:

  • 47% of employers now prioritise hiring from diverse talent pools (up from just 10% two years ago)
  • 60% plan to roll out targeted EDI training
  • 87% of Irish employers report active EDI initiatives, a sharp rise from 67% in 2023

  These trends aren’t just about reputation or compliance—they’re about staying ahead. As the report outlines, aligning your workforce strategy with inclusion and emerging skills needs is essential to remain competitive in a rapidly evolving global market.

  To build a truly sustainable society where businesses and individuals can thrive, purpose-driven, systemic change is essential. The WIDE Framework—grounded in research and co-designed with disabled people, employers, and disability organisations—equips businesses to lead with confidence. It goes beyond compliance to foster inclusive employment cultures that tap into underrepresented talent, spark innovation, and drive long-term growth.

  For Irish business leaders, the case is clear: investing in disability inclusion is not only the right thing to do—it’s a high-return business decision. Those who act now will lead the market in resilience, innovation, and talent.

• The Legal Case
  Failure to uphold human rights can lead to legal liability and regulatory action

  The legislative and regulatory obligations for businesses and public sector bodies around preventing discrimination, supporting disabled employees, and embedding accessibility have increased significantly in recent years. Examples of key legislation in the Republic of Ireland and the EU which relate to the goals of the WIDE framework include:

  • The Employment Equality Acts – which prevent discrimination in recruitment and in the workplace on a range of grounds, including disability. These acts establish the key obligation on employers to provide ‘reasonable accommodations’ to disabled employees to provide equity of opportunity in recruitment and at work.
  • The Public Sector Duty – which obligates public sector bodies to make a proactive assessment of human rights issues in their role as employers and service providers, identify risks of discrimination on the grounds of disability, and publish plans and progress reports on eliminating these risks.
  • The EU’s Corporate Sustainability Reporting Directive – which introduces requirements for all large companies and some SMEs to report detailed and specific information about sustainability issues in their financial statements. Underneath the category of ‘Social’ sustainability in the associated reporting standards, this includes providing information about your inclusion policies, the percentage of your workforce that has a disability, and a range of information about accessibility and inclusion in their products and value chains.
  • The European Accessibility Act – which places obligations on businesses in a range of named industries selling particular products (examples include but are not limited to e-commerce, transport, computer hardware and software) to embed accessibility standards in the products and ensure all customers can access them. It also strengthens the embedding of accessibility standards into public procurement processes for these goods/services.
  • The UN Convention on the Rights of Persons with Disabilities (UNCRPD) – which emphasises the right to work for disabled people, ensuring they have access to an “open, inclusive, and accessible” workplace. Article 27 specifically addresses work and employment, outlining obligations for states to protect against discrimination, ensure equal opportunities and remuneration, and provide safe and healthy working conditions.

Explore the framework