Although Persons with Disabilities (PWDs) face mental, physical, and sensory challenges that restrict their abilities to perform daily tasks, they’re valuable members of the Philippine workforce.

A study by De La Salle University (DLSU) compared PWD employees to their non-disabled peers in terms of productivity—mainly time on task, work attitude, and task compatibility—and found their overall performance to be similar.

Despite this result and Republic Act (RA) Nos. 7277 and 10524’s mandate that 1% of private and government positions be reserved for PWDs, their workforce inclusion continues to be a challenge.

Emotional intelligence (EI), however, breaks the barriers that allow this to persist. To paint a clearer picture of how this is possible, we’ll dive into:

  • The legalities surrounding PWD employment
  • Workplace obstacles that PWDs face
  • How EI enables their workforce inclusion
  • Strategies for a more PWD-inclusive organization

The definition of PWDs according to Philippine law

To ensure accessible workplaces for PWDs, you must first understand the legal framework that supports their equity and well-being.

To start, RA 7277 or the Magna Carta for Disabled Persons defines PWDs as “those suffering from restriction of different abilities, as a result of a mental, physical or sensory impairment, to perform an activity in the manner or within the range considered normal for a human being.”

The law’s key elements

Although broad, this definition ensures legal aid and protection applies to a wide range of disabilities, both visible (e.g. mobility impairments) and invisible (e.g. chronic illnesses and psychological conditions). RA 7277’s notable components include:

  • Restrictions on different abilities: These refer to what limits one’s participation in day-to-day employment or community activities.
  • Cause of impairment: These tackle the injuries, illnesses, or congenital conditions that result in an individual’s disability.
  • Scope of affected activities: These encompass learning, mobility, basic self-care, communication, and other functions.
  • Equal employment opportunities: Besides prohibiting discrimination, employers must also reserve a portion of roles for PWDs.
  • Training and rehabilitation: This requires the government to provide programs that develop PWDs’ skills and improve their ability to function.
  • Accessible environments: The law mandates workplaces be designed or modified to accommodate varying physical and sensory needs.
  • Private employer incentives: Private employers that hire PWDs may qualify for additional tax deductions (25% of the total amount paid as salaries and wages to disabled persons).

The law goes beyond individual challenges

Although a disability is tied to a person’s unique physical or mental conditions, RA 7277 also defines “social barriers”.

This protects PWDs from variables—legal, cultural, economic, recreational, and the like—that hinder their full participation in various institutions. Think of negative attitudes that exclude disabled persons or impact their roles and interpersonal relationships.

Types of disabilities

Philippine legislation also recognizes a wide range of disabilities, and an awareness equips you to provide the appropriate support for each one. To help you out, we’ll explore the various categories and include some examples.

Physical (Orthopedic) disability

These are impairments that affect one’s joints, limbs, or muscles—they may be congenital or acquired through illness, infection, or injury. Think of scoliosis, amputations, cerebral palsy, paraplegia, and so on.

PWDs with such ailments might need assistive devices, physical therapy, or workplace modifications for independence, quality of life, and accessibility.

Sensory disability

This broader category includes conditions that diminish your five senses. Like those under the previous classification, these may also require assistive instruments.

Visual

This cites permanent or irreparable impairments—post-treatment or without refractive correction—where visual acuity is under 6/18 (low vision), or 3/60 (blindness), or visual field is less than 10 degrees.

Note: Some Reddit users also point out that poor vision corrected by glasses doesn’t qualify.

Deaf or hard of hearing

This refers to individuals with partial or total hearing loss. These thresholds indicate notable impairment: 26 dB or greater, averaged at frequencies of 0.5, 1, 2, and 4 kilohertz.

Touch, smell, or taste

Disabilities tied to these senses, however, aren’t commonly specified in PWD lists and can be associated with conditions under broader categories.

Intellectual disability

These limit intellectual functions, adaptive behavior, as well as life and social skills—some common examples include Down syndrome and autism. Individuals with such disabilities require specialized support to assist learning and daily activities.

Learning disability

These impact areas such as reading, writing, spelling, arithmetic, and so on, even though an individual exhibits normal levels of sensory, emotional, and intellectual prowess.

These impede educational progress and require tailored learning strategies—imagine a learning disorder like dyslexia or challenges tied to attention deficit hyperactivity disorder (ADHD).

Mental disability

This includes mental illnesses and disorders or organic brain-related conditions that considerably affect one’s daily functions. Those afflicted may need stringent treatments and ongoing support to manage their condition.

Some noteworthy examples include dementia, schizophrenia, and post-traumatic stress disorder (PTSD).

Psychosocial disability

This category covers impairments to cognitive, emotional, and behavioral functions. These limit daily activities and interpersonal interactions and may require therapy and counselling.

Psychosocial conditions could range from anxiety, to depression, to obsessive-compulsive disorder (OCD), to various phobias.

Speech and language impairment

This relates to disabilities that affect one’s voice, rhythm, articulation, and receptive or expressive processing of language.

Speech therapy or assistive communication devices might be necessary, depending on the impairment’s severity—think of examples like stuttering, apraxia, and aphasia.

Chronic illnesses and conditions

Recurring maladies, on the other hand, are covered by more specific laws:

National Integrated Cancer Control Act (RA 11215)

This recognizes cancer as a long-term health condition that can result in disability and supports those affected with legal provisions.

It emphasizes prevention, improving survivorship, and ensuring equitable and affordable treatment and care for everyone, especially the underprivileged.

Rare Diseases Act of the Philippines (RA 10747)

These include genetic or uncommon illnesses recognized by the Department of Health (DOH) and the National Institutes of Health (NIH).

The law’s primary aim is to safeguard access to timely medical care, information, and support by designating rare disease patients as PWDs and granting them any associated rights and benefits.

Additional considerations

Philippine law also accounts for PWD eligibility’s other variables:

  • Multiple disabilities: Those afflicted with more than one impairment type, for example, can be registered under PWD status.
  • Non-apparent disabilities: Conditions that aren’t clearly visible—think of psychosocial impairments or rare diseases—require medical certification from qualified specialists.

The state of PWD employment in the Philippines

According to the 2020 Labor Market Intelligence Report by the Technical Education and Skills Development Authority (TESDA), approximately 1.44 million Filipinos or 1.57% percent of the population has a disability.

This rate is highest among individuals 15 to 49 years old—the range classified to be of working age.

Their livelihoods are guarded by law

Two key legislations, meanwhile, safeguard their opportunities to secure livelihoods:

  • RA 7277: Promotes the rehabilitation, self-reliance, and self-development of PWDs, as well as their integration into mainstream society.
  • RA 10524: Amends RA 7277 by requiring that at least 1% of government positions be reserved for PWDs and encouraging private companies with over 100 employees to follow suit.

These align with other laws as well:

However, gaps between law and practice still remain

Despite this robust legal framework, equal opportunity for PWDs still remains a distant reality. A more recent report by Rappler points out that only 353 thousand out of 1.9 million (less than 1 in 5) working-age PWDs were employed as of 2022.

While this shocking discrepancy indicates policy alone isn’t enough, you must understand that this stems from various obstacles.

Barriers to PWD employment in the Philippines

The issues that prevent PWDs from gaining workforce entry and advancement are systemic in nature—recognizing them allows you to take steps towards inclusion.

Underemployment and job mismatches

Many PWDs either hold roles below their qualifications or are relegated to jobs unrelated to their skills—this leaves their potential untapped.

For instance, a study by the Institute for Labor Studies (ILS) that spans the National Capital Region (NCR), as well as Regions IVA (CALABARZON) and III (Central Luzon) found PWDs clustered in roles such as:

  • Health associate professionals (e.g. masseurs)
  • Elementary occupations (e.g. cleaners, helpers, and manufacturing laborers)
  • Clerical office clerks

The ILS also indicates the need for stricter law implementation and more awareness on PWD employment.

Negative attitudes and insufficient support

It should be understood that disabled persons have certain functional limitations. Employers, however, still let cynical views on PWD employment persist. To this day, they often underestimate the capabilities of individuals with impairments.

Due to this outlook, they also see PWD accommodations as costly—the ILS even identified the lack of tailored education and training as a bottleneck to maximizing their capabilities!

Administrative burden

To ensure proper workforce integration for PWDs, you must provide accessible structures, assistive instruments, and specialized support services.

But despite the mandates and tax incentives encouraging the private-sector hiring of PWDs, many companies see the requirements as too cumbersome to pursue—this administrative burden further hinders disability inclusion.

Challenges PWDs face in the workplace

Aside from the systemic issues we’ve tackled, PWDs also encounter social and emotional obstacles within organizations.

Low employer awareness

A study on the employment barriers disabled employees experience in Daet, Camarines Norte found employers lacking awareness of PWD laws.

If organizations remain uninformed of the requirements, business incentives, and legal obligations of PWD inclusion, they’ll be unequipped to provide proper accommodations.

Lack of empathy

A general lack of sensitivity towards PWDs may result in leaders or colleagues failing to understand their experiences. This can lead to multiple problems, including:

  • The undermining of PWDs’ daily struggles
  • Failure to provide the resources they need to work
  • Assignment of tasks that don’t consider individual skills and impairments

The same research cited in the previous point even reports that managers who are aware of the concept of equal opportunity for PWDs remain unmotivated to take any action!

Poor communication

Daily misunderstandings significantly impact PWD employees’ day-to-day functions, especially when leaders or colleagues lack listening skills or adaptability.

Think of how you may fail to clarify instructions to those with hearing issues because you use verbal instead of written communication. Such instances can result in confusion around a PWD employee’s needs, roles, and abilities.

Bias and discrimination

When the aforementioned variables mix, deeper issues that stem from prejudice may arise, further impeding PWD inclusion.

Limited job opportunities and accommodations

Many misconceptions about PWD employees still prevail, as organizations hesitate to hire them because they’re viewed as less productive or more costly due to their unique needs.

When they do get hired, they wind up in roles below their qualifications or in workplaces that lack the essentials they need to function.

This outlook, however, is far from the truth. A study by the the Job Accommodation Network (JAN) of the United States (US) Department of Labor’s Office of Disability Employment actually found employers saying 56% of PWD accommodations cost nothing to make!

Isolation and mistreatment

Unfavorable perceptions subject PWDs to exclusion from everyday activities, even at work—these can range from projects, to social events, even decision-making.

Disabled employees even report experiencing workplace bullying, a grave issue, simply because of their impairments.

Wage disparities

Although employed, PWDs often earn less than their non-disabled peers. Research from the International Labour Organization (ILO), for instance, revealed the following:

  • Working PWDs are paid 12% less per hour, yet ¾ of this gap (9%) can’t be justified by differences in age, education, and type of work.
  • This gap is much larger (26%) in low to lower middle-income countries, but close to half can’t be explained by socio-demographic differences.

Why you should ensure workplace inclusion: The benefits of hiring PWDs

At this point, you may be wondering about the importance of PWD workforce integration. Beyond tax incentives, this group of professionals presents advantages that go beyond your organization.

Access to underutilized talent

As we mentioned earlier, less than 1 in 5 (353 thousand out of 1.9 million) of working-age PWDs were employed as of 2022. Many of them, however, possess skills, certifications, and qualifications that remain untapped due to bias and various barriers. 

Opening your hiring to PWDs effectively expands your talent pool and reduces competition, especially in saturated labor markets.

Innovation through diversity

PWDs often develop creative answers to their day-to-day challenges—their unique experiences basically make them dynamic problem solvers. By hiring them and diversifying your workforce, you acquire minds that formulate innovative solutions.

This improves your organization’s performance as well. An Accenture survey, in fact, indicates how  companies that lead on key disability inclusion criteria enjoy 1.6x more revenue, 2.6x more net income, and 2x more economic profit than other participants.

Improved culture, engagement, and retention

Disability inclusion efforts foster qualities such as respect, teamwork, and empathy among employees, as they broaden individual perspectives.

The previously cited Accenture research even highlights how the resulting supportive environment benefits retention and engagement. The diversity promotes a mentally healthy workplace as well.

Economic growth

An ILO study estimates that roughly 7% of a developing country’s gross domestic product (GDP) is lost due to the exclusion of PWDs from the labor market. Thus, their inclusion is seen to likely have positive effects that go beyond their specific population group.

Developed countries facing a decline in their working-age population even recognize PWDs as valuable members of the workforce.

How emotional intelligence builds inclusive workplaces

EI plays a pivotal role in ensuring workforce integration for PWDs. It acts as a cultural foundation, thanks to core competencies like:

  • Empathy
  • Self-awareness
  • Self-regulation
  • Social skills
  • Motivation

To help you understand how these enable inclusion, we’ll dive into their complexities and share some examples.

Creates an empathetic environment

Empathy is the cornerstone of EI. Since it lets you place yourself in others’ shoes, you recognize the challenges PWDs face.

This equips you to consider their unique circumstances and help them flourish—think of how it creates a willingness to provide support systems and appropriate accommodations.

Reduces biases

Self-awareness and self-regulation encourage you to reflect on misconceptions about PWDs and avoid snap judgments. For example, you can focus on their individual strengths, not their impairments, then make skills-based hiring decisions.

Improves communication

Social skills enable flexible communication—an essential to PWDs’ workforce integration. Imagine how you should adjust communication styles to connect with colleagues who have speech, hearing, or cognitive conditions. This can involve using:

  • Active listening
  • Non-verbal cues
  • Clear and plain language

Builds trust and psychological safety

Emotionally intelligent communication is key to psychological safety—the belief that one can speak up without fear of reprisal. This creates a space where PWDs can comfortably talk about their needs, ideas, and difficulties.

This inspires productivity as well, as Google’s Project Aristotle reports psychological safety to be the top predictor of high-performing teams.

Enhances conflict resolution

Misunderstandings are unavoidable, especially when you gather people with varying abilities, work styles, perspectives, and circumstances in one place. For instance, miscommunications regarding tasks or disagreements regarding PWD accommodations may arise at any time.

EI, however, allows you to master workplace conflict, as it equips you to de-escalate tensions, address concerns constructively, and facilitate resolutions that respect all parties.

How to build inclusive workplaces for PWDs: Emotionally intelligent strategies

When applied purposefully, EI can drive inclusion. To create an environment where PWDs thrive, you must embed this skill into the organization’s culture, policies, and operations. Here are some useful tactics that achieve this.

Inclusive hiring practices

Your efforts start with human resources (HR), so train them to engage PWD candidates without bias. Have them instill EI across teams, especially during hiring’s early stages. To do this:

  • Evaluate PWD candidates based on skills and potential, not impairments. 
  • Use structured interviews and behavior-based questions to assess candidate EI, especially for leadership roles.
  • Incorporate disability awareness into your onboarding process, as this sets expectations for respectful and empathetic conduct early.

Provide assistive technology

Meet PWD needs by providing the tools that let them function and communicate easily:

  • NVDA and JAWS, for instance, are screen readers for the visually impaired. These convert information displayed on computer screens to braille or speech outputs. Text-to-speech tools can function similarly as well.
  • Speech-to-text and voice recognition software, meanwhile, are valuable for those with mobility disabilities.

You can apply for access to these tools through the Department of Social Welfare and Development (DSWD). Click here to learn more about the process.

Inclusive leadership

Employees typically look at their superiors as examples of behavior worth mirroring, so have leaders model patience, empathy, and active listening. The right training and development, meanwhile, can ingrain these essential competencies.

Emotional Intelligence Programs

To cultivate truly inclusive work environments, leaders must have a solid foundation— Emovation’s customizable EI programs can help.

Utilizing the latest research on neuroscience and motivation, these nurture emotionally intelligent individuals who value their PWD peers and inspire empathetic teams.

Psychological Safety Program

Elevateminds’ Psychological Safety Program, meanwhile, greatly supplements disability inclusion initiatives. It fosters cultures where teams can freely express their ideas and concerns without judgment—an aspect that cements openness to PWDs.

Through it, environments that prioritize diversity, equality, collaboration, communication, and creative-problem solving can flourish.

Create safe spaces for dialogue

To earn your PWD employees’ trust and encourage transparency, provide platforms that allow them to speak up. For instance, regular check-ins, either team or individual, create opportunities to share PWD experiences. Forums can also act as their direct line to leadership.

Anonymous surveys are also excellent tools for tracking their grievances and well-being. By keeping identities hidden, personnel can freely raise issues without fear of reprisal.

Personalize recognition and rewards

Although PWDs face unique challenges daily, recognize their contributions without tokenizing them. Tailor incentives and acknowledgement in ways that resonate with them personally, as this makes them feel like valuable members of your workforce.

Encourage collaboration

True inclusion requires a deeper understanding of individual perspectives and approaches. So, facilitate projects where employees of varying abilities collaborate.

This exposes PWDs and their non-disabled peers to each others’ work styles, behaviors, and personalities, allowing them to develop patience, patience, and curiosity.

Incorporate emotional intelligence in performance management

There are multiple ways to combine EI with your performance management practices:

  • Assessing EI and including it in your performance reviews, for instance, encourages employees to practice it regularly, as it’s framed as a part of professional success.
  • Presenting feedback in a strengths-based and constructive manner highlights growth rather than deficiencies.
  • Conducting pulse surveys allows you to gauge employees’ perceptions of the organization’s fairness, empathy, and inclusion.

Final thoughts: Emotional intelligence supports PWDs’ workforce inclusion

Hiring and empowering PWDs isn’t just a matter of compliance; it’s also about your competitive advantage. By combining inclusive policies, accessible environments, and emotionally intelligent leadership, you unlock the full potential of a mostly untapped workforce demographic.

EI, meanwhile, acts as the catalyst that transforms PWD exclusion into inclusion, as it breaks down barriers, fosters trust, and creates a supportive culture that inspires higher performance.

If you’re ready to take a step toward inclusive leadership and empowering workplaces, don’t hesitate to reach out! We’ll walk you through our EI assessments and programs, as well as our psychological safety program.