Inclusion in the workplace: opportunities and challenges for everyone!

Inclusion in the workplace: opportunities and challenges for everyone!

On October 9, 2025, numerous initiatives to promote the inclusion of people with disabilities in the workplace took place in Berlin. Myrhia Butenholz from the Blind Aid Organization reported on her own educational and professional path and emphasized that inclusion is possible if the appropriate support and technical aids are provided. Important aspects are the adaptation of the technical environment, especially computers and software, to the individual limitations of the employees. These insights are essential to effectively promote accessibility.

Job coach Joachim Hampel from Wendel gGmbH presented projects that aim to make it easier for people to access the primary labor market. He describes his organization as a guide for a self-determined and meaningful working life. The Single Contact Point for Employers (EAA), represented by Theo Jannet, provided information about the available funding opportunities and legal framework for hiring people with disabilities. Jannet appealed to employers to contact the EAA in good time before signing the contract in order to optimally structure the process.

Challenges and opportunities in inclusion

Tim Richter, deputy district mayor, emphasized the importance of empathy and dialogue in overcoming challenges in inclusion. He pointed to structural hurdles that make it difficult to create barrier-free jobs and called for bolder and more digital administration and politics to promote the participation of all citizens.

According to the Employment Agency Many employers remain hesitant to employ people with disabilities. Around 10.4 million people with disabilities live in Germany, of which 7.6 million are considered severely disabled. The unemployment rate for this group is almost 11 percent, while for people without disabilities it is only 5.7 percent. This represents enormous untapped potential, especially in times of skilled labor shortages.

The UN Convention on the Rights of Persons with Disabilities has recognized inclusion as a human right since 2009. However, prejudices and uncertainties still exist, especially on the part of employers. Rehabilitation consultant Marion Winger emphasizes how important openness and education are in order to break down these barriers. Employers can receive support from the employment agency's employer service to make it easier to integrate people with disabilities into their teams.

Concrete offers of support

Companies have the opportunity to apply for financial support for the barrier-free design of workplaces. This includes, among other things, the adaptation of computer systems for blind and visually impaired people as well as special office furniture and aids. The funding can cover up to 100 percent of the costs and also include maintenance and repair. Employees also have the right to keep special aids when changing jobs.

An example of successful inclusion is Darien Bahr, who was retrained for an office job after a spinal cord infarction with the support of his employer and the employment agency. The process from planning to starting work took seven months. Bahr emphasizes that he is proud of being able to handle his tasks independently, while his employer, Jan-Ferdinand Lühmann, sees the integration as a valuable measure for the company. The costs of the necessary renovations were largely borne by the employment agency.

Overall, it shows that careful planning and open communication are crucial in creating barrier-free workplaces. Only through targeted measures and the will to change can an inclusive labor market be created from which everyone ultimately benefits.