By Maria Trustrup, journalist. Pharmadanmark. Photo: Per Bergmann, Muskelsvindfonden
If you have a disability, you face poorer access to the labour market. Personal stories confirm this – and so do the statistics.
A recent report from VIVE on disability and employment shows that 60 % of 16-64-year-olds with disabilities were in work in 2022. For people without disabilities, the number was 86 %.
One of those fighting to improve access is Simon Toftgaard Jespersen, Chair of Muskelsvindfonden. He has lived with muscular dystrophy his whole life.
“Our purpose is simple: to create a better life for people with muscular dystrophy. That’s the foundation of everything we do,” he says.
“And we want to create more room for differences in society – because if we create more room in general, we also create more room for people with muscular dystrophy.”
Support systems are falling behind
When asked about the current state of access to working life, Simon’s answer is not black and white. Some things have improved.
“Basic accessibility – buildings, transportation and so on – is slowly getting better. Physical barriers still exist, and they remain a real problem. But at least that situation isn’t getting worse.”
Support schemes, however, paint a different picture. Many municipalities make it difficult for people to receive the assistance they are entitled to – for example, the personal assistance needed to get to and from work.
“All the rules and help schemes exist, but the problem is what I would call systemic neglect,” he explains.
“We’re not investing in new generations – ensuring they can get a proper education and enter the labour market."
Many people must fight hard to get the right support, especially young people. When you turn 18, the municipality reassesses your needs – and many are granted far too little help.
“We’re not investing in new generations – ensuring they can get a proper education and enter the labour market. They don’t get the same opportunities the rest of us had. And that’s simply wrong.
Lack of knowledge – and bias – holds people back
Beyond public support systems, companies themselves are part of the challenge. Many employers lack knowledge about disabilities and therefore focus more on potential problems than on the possibilities.
“It’s a shame that many employers don’t know about the support schemes available in the workplace. There are strong options for personal assistance and physical aids,” he says.
Often, it falls on the person with a disability to explain these options – because many workplaces simply don’t know they exist.
Bias also plays a role. As humans, we often prefer what feels familiar.
“If you’re hiring and one applicant reminds you of yourself, that’s often who you choose. You feel safe with that,” Simon says.
“I understand it – but that doesn’t make it okay. And it’s such a shame, because so many people with disabilities have so much to offer, yet never get the chance.”
“Now I really have to prove myself”
It’s not only people with disabilities who miss out – companies do too. Many people with disabilities bring a strong drive and a deep motivation to prove themselves at work.
“When I got my first job, I felt: Now I really have to prove myself – because I don’t know if I’ll ever get this chance again. Many people feel that way, and it’s incredibly valuable for any employer.”
“In interviews, I’ve said: Yes, I use a wheelchair – which means I’ve been an employer since I was 18, managing a team of five assistants."
When Simon has applied for jobs, he has always tried to present his disability as a strength.
“In interviews, I’ve said: Yes, I use a wheelchair – which means I’ve been an employer since I was 18, managing a team of five assistants.
I’ve conducted performance reviews and I’m great at project management, because I have to plan ahead every day to handle the challenges I’ll face. My disability has helped me build mental skills that most people never develop.”
It's not new that workplaces must take responsibility
Simon hopes more workplaces realise that a large group of qualified people are ready to work – and that employers can receive compensation for the challenges a disability may bring.
“There are limits to what I and others with disabilities can do, and workplaces have to take some things into account. If you’re planning a Christmas party, for example, don’t choose a restaurant without an elevator,” he says.
“But the truth is: most employees are complicated in one way or another. Workplaces always make adjustments – this is no different.”