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A USA based blog providing a guide for entrepreneurs and business owners with disabilities. It includes information on business plans, marketing strategies, funding, training and networking. The US PASS (Plan to Achieve Self-Support) program and the requirements for it are outlined. There is a list of resources for people living with specific disabilities who are interested in self-employment including people with visual, hearing, developmental and mobility disabilities.

In Kenya, the employment rate for persons with disabilities is about 1% compared to 73.8% for the general population, and the situation is even worse for persons with mental disabilities. Persons with mental disabilities are often regarded as “mad”, and stand little or no chance of employment. An exploratory study was undertaken with employers and potential employers to understand factors that hinder or facilitate their employment and to gain insight into employers’ perceptions of mental disability.

A mixed method study design was adopted, including in-depth interviews (n = 10) and questionnaires (n = 158) with (potential) employers in Kenya to explore the barriers and facilitators of employment for persons with mental disabilities

Disability and Rehabilitation, https://doi.org/10.1080/09638288.2018.1534006

This report presents findings from a study, based in Cambodia, designed to investigate barriers which hinder employers from employing people with disabilities and to identfy employer perspectives on the changes needed to open up more job opportunities to people with disabilities. A total of 32 people participated in in-depth semi structured interviews as part of this study: 9 employers, 10 people with disabilities and 12 representatives of NGOs working in this field. The broader context for these inclusive employment initiatives of the current and projected Cambodian economic growth, labour market needs and skills gaps is analysed.

This report presents the results of a monitoring project on the employment situation of persons with disabilities in Nepal. This study is part of a larger initiative called the DRPI AWARE (Asian Workplace Approach that Respects Equality) project. The project is a collaborative five-year initiative that is altering the perspective on employment of persons with disabilities in Nepal as well as India, and Bangladesh. DRPI methodology has been adapted to specifically target the monitoring of Article 27 – Right to Work and Employment of the CRPD. Participants with disabilities have focused specifically on the issues and statistics surrounding disability and employment. In each of the three monitoring sites (Hyderabad, Dhaka, Kathmandu), Monitors used an interview and focus group guide to capture a specialized data set and analyze violations of the right to work and employment. The interview and focus group guides were designed to capture various components of the employment process; including experiences of people with disabilities while job searching, during the interview process, during the training process, and on the job. People with disabilities themselves carried out the data collection, analyzed the data, and wrote this monitoring report ensuring these activities were by people with disabilities, for people with disabilities. Monitoring results have been used to identify barriers to employment, which will help direct actions for increasing sustainable employment for persons with disabilities. The module developed during this project may be used in other regions.

This evidence summary of systematic reviews provides insights for policy makers surrounding the impact of training programmes on employment outcomes. There are 11 studies included in this summary focusing on technical and vocational education and training (TVET), rehabilitation and counselling, personality development (including leadership training, stress management and communication skills training) and entrepreneurship training programmes.

The target groups covered in the included studies are diverse including people with disabilities, health workers, women and enterprises as a whole. The final studies comprise of one study each from 2011 and 2017; two studies each from 2013, 2015 and 2016; and three studies from 2014. The focus of this evidence is on low and middle income South Asian countries namely: Afghanistan, Bangladesh, Bhutan, India, Nepal, Pakistan, and Sri Lanka

A guide to help improve business’ understanding of the rights of people with disabilities, including how to respect, support and give them an opportunity to improve their competitiveness and sustainability in alignment with relevant United Nations (UN) conventions and frameworks.

This guide is the result of an international collaborative effort spanning over 12 months. Its findings and recommendations are based on the following: desk research, a review of publically available information, literature and case studies, ongoing consultations with an international multistakeholder expert group constituted specifically to advise on and shape the development of this guide, good practice examples submitted by companies across the world to the partner organizations, and an extensive global consultation with interested businesses and other stakeholders. 

The establishment of an international digital network on inclusive employment of people with disabilities is proposed.

The main goals of this digital network are to:

• Enhance strategic networking, engagement and dialogue among the different stakeholders around the world
• Disseminate cutting edge knowledge, good practice and innovations through diverse formats
• Actively involve people with disabilities in the promoting this issue in all levels.

Activities of the network to include: an electronic mailing list; a monthly webinar and presentations of new research findings and evidences and of policy papers and information material

This report studies a literature review of cost-benefit analyses from the tax payers perspective of the labour market's inclusion of people with disabilities. An extensive and structured overview of English language global literature (studies and research) in a period of over 30 years. Topics discussed include: a background to inclusive employment policies in the EU - active labour market programmes (ALMP s)  and their failure; study methodology; calculating financial costs and benefits; evidence that effective inclusive employment can be achieved for a variety of groups of peolpe with disabilities; impacts on other stakeholders and the transition from education to inclusive employment.

This report examines why the European Semester should look further into the employment rates of persons with disabilities and which measures should be taken at national level to improve the current situation. An overview is given on employment and the UN CRPD and its meaning for the European Union (EU). What the EU is currently doing when it comes to developing more inclusive labour markets through its Employment policy and the European Semester process is examined. The assessment of the legal, political and economic arguments why the European Commission should do more in regard to the employment of persons with disabilities are presented. The economic arguments are also presented through a Study developed specifically for this report by Professor Stephen Beyer. Several ideas as to how the European Commission could focus more on this issue, with feasible and pragmatic recommendations are presented. Specific national messages from EASPD members are included on what changes are needed to tackle the significant unemployment rate of persons with disabilities throughout Europe; including in Bulgaria, the Czech Republic, Finland, France, Greece, Ireland, Poland, Portugal, Slovakia and Spain.