Where Can Persons with Disabilities Work? An Analysis of Opinion Dynamics and Employment Opportunities: a Longitudinal Study

Labor and Demographic Economics JEL I1, J14, J32 R. Martinez, C. Mutseekwa Where Can Persons with Disabilities Work? An Analysis of Opinion Dynamics and Employment Opportunities: a Longitudinal Study KEYWORDS ABSTRACT persons with disabilities, employment, opportunities and constraints, labor integration, specialized workplaces, standard enterprises Introduction. The relevance of the topic stems from the need to monitor changes in the opinions and employment conditions of persons with disabilities to improve the effectiveness of inclusive policies and practices, as well as to develop sustainable solutions in the field of labor integration. The study is aimed at identifying and analyzing the opportunities and constraints in the employment of persons with disabilities, as well as tracking changes in their opinions and perceptions of labor market participation over time. Materials and methods. The study utilized articles from reputable scientific journals and the results of questionnaire surveys of the population of Almaty (Kazakhstan), conducted from 2020 to 2024, with a sample size of 5,000 individuals (55.3% male, 44.7% female). The questionnaire included items on age, employment status, and opinions on whether persons with disabilities can work in standard enterprises, specially created workplaces, or exclusively at home. Results. The majority of the region’s residents believe that persons with disabilities should work in specialized settings (55%), approximately one-third of respondents indicated that they could work in standard enterprises (33%), and only 12% were convinced that work from home was feasible. An increase was noted in the number of those supporting the employment of persons with disabilities in standard conditions; however, the responsibility for providing specialized workplaces is perceived as necessary, which is associated with limited or stereotypical perceptions of such work environments. Conclusion. The study possesses scientific novelty and practical significance due to the scarcity of statistical data on this topic at international and national levels, as most research focuses on attitudes towards persons with disabilities and their rights. Owing to technological advancements and increased awareness, disability is increasingly less viewed as an impediment to employment. Overall, public opinion is positive: the majority believes that persons with disabilities can work in standard conditions given the necessary support and accommodations. FOR CITATION Received: Jun 14, 2025 Accepted: Sep 9, 2025 Published: Dec 1, 2025 Martinez, R., & Mutseekwa, C. (2025). Where Can Persons with Disabilities Work? An Analysis of Opinion Dynamics and Employment Opportunities: a Longitudinal Study. Economic Consultant, (4), 72–83. https://doi.org/10.46224/ecoc.2025.4.5 This is an open access article distributed under a Creative Commons Attribution-ShareAlike International License (CC-BY-SA 4.0) that allows others to share the work with an acknowledgement of the work’s authorship and initial publication in this journal eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 73 INTRODUCTION The relevance of analyzing the opinions of persons with disabilities regarding employment lies in identifying their needs, barriers, and preferences. This facilitates the development of more effective and inclusive policies, enhances their level of workforce participation, and helps combat discrimination. Approximately one in seven working-age adults in OECD countries is recognized as having a disability, representing a significant and growing proportion, particularly among youth (8% in 2019). Many are excluded from full employment and experience low income levels and social participation. The authors of this report conclude that the goal set about two decades ago – to make disability policy proactive and employment-oriented – has not been achieved [1]. The United Nations (UN) recognizes the right of persons with disabilities to work as a crucial element of their full and equal participation in society. The Convention on the Rights of Persons with Disabilities (CRPD), adopted in 2006, is a key international instrument that enshrines the rights of persons with disabilities, including the right to work and employment. Specifically, Article 27 emphasizes that persons with disabilities have the right to work on an equal basis with others, encompassing opportunities for vocational training, employment, fair working conditions, and social protection. The UN and its affiliated agencies stress that the right to work for persons with disabilities is an inalienable element of their human rights. This necessitates appropriate measures from governments, businesses, and society to eliminate barriers and ensure equal opportunities. LITERATURE REVIEW J. Shaw et al. argue that it is essential for persons with disabilities to be regarded as full citizens, automatically “included” in the system and expecting the right to be within it, rather than being perceived as “separate”. The authors contend that currently, persons with disabilities (albeit often inadvertently) are excluded and not considered part of the regular workforce; they are perceived more as beneficiaries rather than contributors to society [2]. R. Nagtegaal et al. analyze factors influencing employers’ decisions regarding the hiring of persons with disabilities. The authors list the most significant barriers as: 1) employer expectations that persons with disabilities are inefficient; 2) eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 74 expectations that such employees burden the employer with high costs; and 3) a lack of employer knowledge regarding disability issues. Incentives facilitating hiring include: 1) motivation to help others, 2) operating within a large organization, and 3) anticipation of gaining a competitive advantage [3]. D. W. Derbyshire et al. examine a range of measures influencing employer behavior concerning the employment of persons with disabilities. According to the researchers, anti-discrimination legislation is ineffective in improving employment prospects for persons with disabilities. The availability of partial sick leave or phased return-to-work programs is associated with increased workforce participation rates for persons with disabilities [4]. An analysis of Danish employers’ attitudes towards hiring persons with limited mobility revealed that 74% of employers completely or partially agreed that hiring persons with disabilities was their social obligation. However, in practice, only a minority of employers currently or have previously employed persons with limited mobility (23%) [5]. The authors of this study demonstrated that nearly half of all surveyed respondents believed that persons with disabilities could work in standard enterprises, while onethird considered employment in specialized enterprises feasible [6]. Thus, the authors emphasize the importance of perceiving persons with disabilities as equal citizens, integrated into society and the workforce, rather than as separate or excluded entities. Research indicates that employers often hold biased expectations regarding the low efficiency of employees with disabilities and the high costs of accommodating them, which constitute hiring barriers, despite motivations to help and the potential for gaining competitive advantages. It must currently be acknowledged that the employment rate among persons with disabilities is typically lower compared to persons without disabilities due to obstacles related to physical, social, or economic barriers, as well as discrimination. R. van der Zwan and P. de Beer investigate the disparity in employment rates between persons with and without disabilities in European countries, a phenomenon they term the disability employment gap (DEG). According to the researchers, most Scandinavian countries demonstrate rather mediocre performance in this regard, despite their generous social protection systems and relatively high employment rates among persons with disabilities. Among the countries with the smallest DEG are several Southern European nations: Italy, Spain, and France. The worst indicators are observed in the United Kingdom, Ireland, and Hungary. The researchers also eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 75 found that stricter labor market regulations are associated with a higher likelihood of employment for persons with disabilities [7]. C. Friedman posits that disparities in employment levels highlight persistent social and cultural stereotypes that equate disability with an inability to work. According to the author’s data, in the United States, states with higher levels of disability bias exhibit lower employment rates for persons with disabilities [8]. According to the U.S. Bureau of Labor Statistics [9], the unemployment rate among persons with disabilities in 2022 was just under 8%. This figure decreased by 2.5 percentage points compared to the previous year, indicating a positive trend in employment within the disability community. However, in most other countries, the employment rate for persons with disabilities remains low, which is associated with a multitude of barriers, not just public opinion. For instance, in Kazakhstan, data from the Ministry of Labor and Social Protection indicate that only about 10-15% of persons with disabilities are employed in integrated workplaces, while the remainder work in specialized enterprises. Arif Jetha et al. argue that the digital transformation of the economy adversely affects persons with disabilities, impacting their ability to secure and retain paid employment, advance their careers, and maintain productivity. The authors characterize the digital divide through three intersecting concepts: inequality in access to digital technologies, personal resources, and professional skills [10]. Y. Qu examines the impact of the proliferation of information and communication technologies on employment for persons with disabilities. The author contends that internet use is merely a starting point for the employment of persons with disabilities and will be more effective when combined with policy measures and broader structural changes [11]. K. Takeuchi et al. describe the operation of an “avatar” robot, “OriHime-D”, which enables persons with severe physical disabilities to perform physical work remotely via computer control. This research contributes to lifelong selfactualization and vocational activity, while also addressing the issue of job shortages for this population [12]. Disparities in employment rates between persons with and without disabilities indeed vary across countries. In developed nations, the gap is often narrower due to effective support programs and inclusive policies. In developing countries, the gap is typically wider due to a lack of resources, limited opportunities, and weaker legal protections. eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 76 T. Chandola and P. Rouxel investigate workplace adaptation issues for persons with disabilities in the United Kingdom [13]. M. Maroto and D. Pettinicchio analyze barriers to employment for persons with disabilities in Canada [14]. Other researchers study employment issues for persons with disabilities across various sectors: in the private and public sectors [15; 16], in the hospitality industry [17; 18], in the IT industry [19], etc. V. Garrels and H. M. H. Sigstad note a scarcity of research on supporting middleaged and older adults with intellectual disabilities to remain active in the labor market. There is also a lack of studies focused on support systems that could help bridge the gap between the capabilities of workers with intellectual disabilities and the demands of the work environment [20]. Thus, research indicates that the employment rate of persons with disabilities in Europe varies significantly. Notably, most Scandinavian countries demonstrate moderate performance despite their advanced social protection systems, whereas several Southern European nations, such as Italy, Spain, and France, exhibit smaller disability employment gaps. Generally, developed countries achieve higher employment rates for persons with disabilities due to effective support programmes, whereas the gap is wider in developing countries due to a lack of resources and legal protections. The research also underscores the necessity for systemic support and workplace adaptations to enhance employment rates among persons with disabilities across different age groups and types of impairments. This study is aimed at identifying and analyzing the opportunities and constraints in the employment of persons with disabilities, as well as to track changes in their opinions and perceptions of labor market participation over time. MATERIALS AND METHODS The study utilized articles from reputable periodicals, including the Journal of International Development; Journal of Occupational Rehabilitation; Social Science and Medicine; WORK: A Journal of Prevention, Assessment & Rehabilitation; Disability and Society; Journal of Policy and Practice in Intellectual Disabilities, among others. The data were derived from questionnaire-based surveys of the population conducted in Almaty, Kazakhstan, from 2020 to 2024. The objective of the survey was to study public opinion on the opportunities and capacities of citizens with disabilities to realize their employment potential. In total, 5,000 individuals participated in the survey, comprising 55.3% men and 44.7% women. eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 77 Questionnaire: 1. Age (1. Under 18; 2. 18 to 45 years; 3. Over 45 years) 2. Employment status (1. Employed; 2. Student; 3. Not employed or studying) 3. In your opinion, can people with disabilities work? (1. In standard enterprises; 2. In specially created enterprises/workplaces; 3. Only from home) RESULTS The age distribution of respondents from 2020 to 2024, in percentage (%), was as follows: Table 1 Age group 2020 2021 2022 2023 2024 Under 18 48 58 62 54 58 18-45 years 46 38 29 36 31 Over 45 years 6 4 9 10 11 A primary objective of the study was to determine the opinions of the middleaged population cohort. This focus was chosen because younger individuals, having relatively limited life experience, might not form fully developed opinions on the research subject, while the cohort over 45 had a relatively high prevalence of disability, potentially biasing their responses. Thus, this research task was also addressed. The educational attainment of respondents from 2020 to 2024, in percentage (%), was distributed as follows: Table 2 Level 2020 2021 2022 2023 2024 Secondary 80 82 52 69 71 Higher 10 7 9 21 13 No formal 10 11 39 10 16 The employment status distribution of respondents from 2020 to 2024, in percentage (%), was as follows: eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 78 Table 3 Status 2020 2021 2022 2023 2024 Employed 16 15 19 36 25 Student 82 83 80 62 74 Not employed 2 2 1 2 1 Regarding the perceived capacity for work, only a small proportion of respondents were convinced that persons with disabilities could work from home (12% of those surveyed). Work in standard enterprises was considered possible by 33% of respondents, while the majority (55%) believed that specially created workplaces for persons with disabilities were necessary. Table 4 Work location 2020 2021 2022 2023 2024 From home 10 12 7 23 11 In standard workplaces 29 33 68 24 55 In specialized places 61 55 25 36 34 The results are presented more clearly in Fig. 1. Figure 1 Dynamics of respondent answers to the question: “In your opinion, where can persons with disabilities work?” from 2020 to 2024. eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 79 As evidenced by the figure, the number of individuals who believe that persons with disabilities should work in standard workplaces has increased. Volatility in responses concerning work in standard versus specialized settings has also been observed. This variability may be attributable to the limited or stereotypical perceptions most people hold regarding the organization of specialized workplaces for persons with disabilities. DISCUSSION The increase in the number of people who believe that persons with disabilities should work in standard workplaces can be attributed to several factors. Firstly, recent decades have seen intensified international and national advocacy for human rights, equal opportunities, and non-discrimination. Official documents such as the UN Convention on the Rights of Persons with Disabilities (2006) [21] have emphasized the importance of including persons with disabilities in societal and working life. P. Mittler rightly underscores the necessity for sustained and evidence-based advocacy by civil society, alongside the use of the internet and social media, to enhance public awareness of the Convention’s potential to assist persons with disabilities [22]. Secondly, most countries, Italy being one example [23], have implemented laws safeguarding the rights of persons with disabilities to work, non-discrimination, and accessibility. These legislative changes are shifting public perception and bolstering support for inclusion. Thirdly, there is a growing dissemination of knowledge about the capabilities of persons with disabilities and the benefits of their integration into the labour market [24]. This is coupled with rising levels of public education and awareness that most limitations are not physiological impossibilities but rather barriers that can be overcome through support and workplace adaptations. Fourthly, an increasing number of companies recognize the importance of inclusion for developing corporate social responsibility [25]. Public campaigns and movements for equality further contribute to the formation of positive attitudes. Fifthly, rising educational levels and cultural integration are changing the previously held notion that persons with disabilities should be excluded from the workforce. Younger generations are more inclined to support ideas of equal opportunity. eiSSN 2686-9012 statecounsellor.wordpress.com ECONOMIC CONSULTANT. 2025. 4 80 As a result, the increase in the number of people supporting employment for persons with disabilities in standard workplaces is driven by a combination of factors, including progress in human rights, legislative changes, increased awareness, and the broader dissemination of values centred on equality and inclusion. The general public’s understanding of how specialized workplaces for persons with disabilities are organized varies depending on levels of awareness, education, cultural factors, and personal experience [26]. In most cases, the majority possess a superficial or stereotypical understanding. Specifically, many believe that specialized workplaces are entirely separate and isolated environments where a person with a disability works autonomously in segregated areas. Most people have a poor grasp of the fact that modern specialized workplaces often involve adapted conditions within standard office, industrial, or commercial spaces. In countries with low levels of awareness or insufficient promotion of inclusive practices, people may assume that only “separate” or “limited” jobs are suitable for persons with disabilities. Conversely, in countries and organizations actively implementing inclusion, people tend to have a more accurate and practical understanding. The majority of the population lacks a clear or detailed understanding of contemporary methods for organizing inclusive work. Knowledge is typically limited to general phrases such as “persons with disabilities work in special conditions” or “they are given separate places”. Thus, most people have a limited or stereotypical perception of how specialized workplaces for persons with disabilities are structured. Their knowledge is often inaccurate or incomplete, highlighting the need for awareness-raising efforts, promotion of successful practices, and clarification of modern approaches to inclusion [27]. CONCLUSION It should be emphasized that this study possesses scientific novelty and practical significance, as there is a scarcity of international or national statistical data directly reflecting this specific issue; the overwhelming majority of research focuses on general attitudes towards persons with disabilities, their integration, rights, and equality. The level of support for integrating persons with disabilities into standard workplaces varies. A majority of Europeans support the concept of equal opportunities for persons with disabilities, including employment in standard conditions. Simultaneously,