Employment - human rights Expand Article 27 of the UN Convention on the Rights of Persons with Disabilities (CRPD) Inclusion of people with disabilities in the workplace, including people with Down syndrome or intellectual disabilities, is a human right enshrined in 2008 by Article 27 of the CRPD: ‘States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities.’ LEARN ABOUT CRPD
Employment - barriers Expand Since the ratification of the CRPD, although some societies are moving on from an approach that segregated disabled people from the rest of society, including in employment, people with intellectual disabilities are frequently not well placed to gain from this changed emphasis in inclusion. Stereotypes, mistaken assumptions and negative attitudes often combine to preclude people with Down syndrome and intellectual disability from employment. Linked to these mind sets, factors such as lack of education and training can present further disadvantages in seeking jobs.
Employment - benefits Expand For people with Down syndrome In addition to providing an income for better life circumstances, employment enhances quality of life by providing a major sense of identity, independence, a sense of contribution and belonging and establishing additional relationships and interests. For businesses and organisations Research has shown that people with Down syndrome are loyal employees, they increase morale in the workplace and are more likely to stay in their jobs than other employees. When employed and supported in their work they not only contribute to the flourishing of business but also have a positive impact on colleagues and the overall professional climate.
Employment - support and training Expand Down syndrome and intellectual disability organisations In addition to advocating for the right to employment, some Down syndrome and intellectual disability organisations work to facilitate employment opportunities. Some have established programmes to assist access to suitable jobs and to provide support and training. Some of these programmes provide training to the employing organisation and their staff in addition to training for the employee with Down syndrome. This process has been found to allay fears about the employment and negative attitudes towards the disability and has enabled the entire organisation to become more inclusive.