Guest editorial The benefits of inclusion: disability and work in the 21st century

(2002) explains that the human rights paradigm for persons with disabilities is inspired by the values of dignity, autonomy, self-determination and equality. [...]the human rights paradigm considers that “each individual is deemed to be of inestimable value, and nobody is insignificant. [...]the onus is on all actors in society to create a new normal that ensures accessibility, inclusion and belonging for all people regardless of their abilities. Disabled World notes “a disability confident organization is a company that puts policies into practice to ensure people with disabilities are included […] thinks about the needs of people with disability when designing products and services […] knows what people with a disability can do and has identified ways to address barriers to employment or promotion for persons with disabilities” (Disabled World, 2014). An innovative approach, known as demand-side capacity building, switches the focus to increasing workplace accessibility and employer capacity to leverage the full potential of persons with disabilities through more inclusive hiring, mentorship and career advancement opportunities;responsive and inclusive management and effective strategies for sustainable employment relationships for all individuals who can and want to work.