Geneva: In a newly launched report ahead of the International Day of Care and Support on 29 October, the International Labour Organisation (ILO)’s Global Business and Disability Network (GBDN) asserts that implementing care policies for employees with disabilities and those with dependents with disabilities is advantageous for businesses.
According to Emirates News Agency, the report titled “Care to Compete: Corporate Policies and Practices on Care and Support for Employees with Disabilities and Employees with Dependants with Disabilities” presents findings based on successful disability-inclusive workplace care and support policies implemented by leading companies. This release follows the ILO 2024 Resolution concerning decent work and the care economy, which emphasizes expanding assistance and support services for persons with disabilities to enhance autonomy, independence, and employment access.
Surveyed enterprises identified uneven policy application across regions as a significant structural challenge, alongside gaps in dedicated benefits and allowances for care and support. The report outlines six recurring best practices within leading firms: visible senior-level commitment, integration of care and support into broader sustainability and inclusion strategies, cross-departmental delivery, setting global minimum standards with local flexibility, and consistent implementation across markets.
For employees, the analysis links effective, disability-inclusive care policies with increased job satisfaction, retention, and productivity. However, it also highlights a significant gap in employee awareness regarding existing care and support policies, particularly concerning financial support, indicating a need for improved internal communication.
The report recommends viewing care and support policies as strategic investments that enhance productivity and retention. It advocates for improved internal communication and greater inclusion of employees, especially those with disabilities and carers, in designing and periodically reviewing care-related policies. Additionally, it suggests managerial procedures to ensure fair and consistent implementation across markets, including mental health services, carer-specific resources, and systematic audits of hiring, performance, and promotion practices to mitigate bias against carers and foster inclusive leadership.
Employers and policymakers are increasingly acknowledging the benefits of effective, integrated, and coherent workplace care and support policies, highlighting the importance of developing gender-responsive and disability-inclusive care systems. The ILO’s 2024 Resolution on decent work and the care economy, along with its Plan of Action, further emphasizes expanding assistance and support services for persons with disabilities to promote autonomy, independence, and employment.
