Challenges Ahead

Access to economic opportunities differs greatly in the public and private sectors.  Access to employment, fair pay, accessibility and job security are mainly being provided by the public sector where attempts to integrate persons with physical disabilities into the labour market have been encouraging.  When employed in the private sector, persons with disabilities tend to be placed in low-level jobs. However, even in the public sector, employment procedures for persons with disabilities tend to be discriminatory. Specifically, persons with physical disabilities applying for a public sector position at CSB do so through the Humanitarian Cases Division.[1] There is therefore a need to ensure that persons with disabilities are given a fair chance to pursue a professional career in the public sector.

The introduction of an employment quota and of fines for non-compliance should be an important incentive for the integration of persons with physical disabilities in economic life. However, until now, inspections have not begun and the measures have not been enforced, both in public and private sector institutions. According to HCAPD, raising awareness of the law and helping employers to enhance physical accessibility is more adequate at this stage. So far, however, awareness-raising campaigns in workplaces have not been organized.  

Consequently, the availability of employment opportunities for persons with disabilities remains limited as is the accessibility of workplaces. Informants report that employers tend not to accommodate the workplace to persons with disabilities.

It is important to note, that in the case of employment as in the case of health, education and social protection, information is lacking. For example, data on the employment of persons with disabilities in the private sector or related to the salaries of persons with disabilities are unavailable.