Digital innovation to support inclusive employment pathways

Digital innovation to support inclusive employment pathways

An article by the International Labour Organisation (ILO) on 9 September 2026, argues that employment services can play a much stronger role in supporting persons with disabilities, not only to find jobs but also to remain in employment, access reasonable accommodation, develop their skills and progress in their careers. The article draws on discussions from the Disability Employment Package Mutual Learning Seminar for Employment Services held in Berlin in September 2026.

A key message is that successful employment outcomes should be measured by more than job placement alone. Employment services should support the entire employment journey, including preparation for work, job matching, workplace adaptation, retention and career progression. Examples from Finland and Estonia show that success can also mean developing skills, increasing autonomy and moving closer to the labour market.

The article highlights the importance of person-centred support. While mainstream employment services should remain accessible to all, they may need to be complemented by specialised assistance tailored to individual needs. Countries such as Germany and Sweden demonstrate how vocational counselling, workplace adaptation expertise and a focus on individual capabilities can help people succeed in employment.

Another central theme is the need for multi-stakeholder collaboration. Public employment services cannot work alone. Employers, organisations of persons with disabilities, health and social services, training providers and specialist organisations all contribute valuable expertise. The article cites practical solutions such as assistive technologies, automated captioning, accessible onboarding processes and flexible working arrangements. 

The ILO also stresses that employment services need to work on both sides of the labour market: supporting jobseekers with disabilities while helping employers create inclusive workplaces. Examples include employer engagement programmes, diversity plans, recruitment initiatives targeting persons with disabilities and support for reasonable accommodation.

Finally, the article explores the role of digital technology. Digital tools are already improving access to services, training and job matching, but the ILO notes that their potential remains underused when it comes to workplace inclusion, retention and career development. Emerging practices include AI-supported job matching and digital workplace adaptation tools. However, the article warns that digitalisation is not automatically inclusive and that accessibility must be built into all digital systems from the outset.

ILO Article Digital innovation can support more inclusive employment pathways available here.