Journal of Public Health Sciences (JPHS)

Vol. 3, No. 2, pp. 77-98

journal.iistr.org/index.php/JPHS
DOI: 10.56741/jphs.v3i02.579

Quantifying Employment Barriers for People with

Disabilities: A Statistical Investigation into
Inclusivity Challenges
1Jessica M. Dela Cruz, 1Glaize Yvette A. Encinares, 1Faye Anne D. Garces,
1Crisanto S. Ramirez*
Corresponding Author: * [email protected]
1Camarines Norte State College, Philippines

ARTICLE INFO ABSTRACT

Article history This study aimed to investigate the types and frequency of
Received 29 April 2024 employment barriers experienced by individuals with
Revised 2 June 2024 disabilities in Daet, Camarines Norte. Data were collected
Accepted 24 June 2024 using a survey questionnaire employing a 4-point Likert
scale, employing a descriptive and mixed-method approach.
Statistical analysis included percentage technique, weighted
mean, and multiple response analysis. The study involved
fifty (50) employed and unemployed individuals with
disabilities, selected through purposive and quota sampling.
Findings indicated several prevalent employment barriers,
including insufficient technological support, social exclusion
due to physical impairments, inadequate facility
modifications for accessibility, relegation to menial tasks,
lack of employer awareness regarding disability employment
laws, and managerial awareness of equal opportunity
concepts without corresponding motivation for action.

Keywords This is an open-access article under the CC–BY-SA license.

Accessibility
Accommodations
Disabilities
Discrimination
Job Opportunities
Societal Attitudes
Workplace Policies

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Introduction
The Convention on the Rights of Persons with Disabilities, adopted in 2006,
acknowledged the principles outlined in the Universal Declaration of Human Rights and the
International Covenants on Human Rights, affirming the entitlement of all individuals to rights
and freedoms without discrimination. It underscores the necessity of equalizing opportunities
for Persons with Disabilities (PWDs) and integrating disability issues into sustainable
development strategies. The Convention aims to promote, protect, and guarantee the
comprehensive and equal enjoyment of all human rights and fundamental freedoms for PWDs,
while also fostering respect for their inherent dignity [1].
In the article "Disability Barriers to Inclusion" by the Centers for Disease Control and
Prevention (CDC), the World Health Organization (WHO) identifies barriers to individuals with
disabilities as encompassing more than just physical obstacles. These barriers, as described by
WHO, extend to environmental factors that either limit functioning or create disability through
their presence or absence. Such factors include an inaccessible physical environment,
insufficient assistive technology, negative societal attitudes toward disability, and a lack of
supportive services, systems, and policies. Moreover, the presence of multiple barriers often
renders it exceptionally challenging, if not impossible, for people with disabilities to engage
fully. Common types of barriers cited include attitudinal, communication, physical, policy,
programmatic, social, and transportation barriers [2]. The government of the Philippines has
ratified the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD),
which provides rights and protections for individuals with disabilities, including their right to
employment and equal treatment in the workplace. Republic Act 7277, also known as the
Magna Carta for Persons with Disabilities, serves as the primary statute governing employment
for people with disabilities in the country. This law mandates the creation of job opportunities,
promotion of employment for PWDs, and provision of suitable workplace accommodations [3].
Furthermore, in alignment with the objectives of this act, Republic Act 10524 requires
employers to reserve at least 1% of their workforce for individuals with disabilities. However,
despite the government's extensive efforts to facilitate full and productive employment for
PWDs, it remains evident that employment opportunities for this segment of the population
remain limited. PWDs often face significant barriers to employment, including discrimination
and prejudicial attitudes during the hiring process, resulting in a disproportionately high rate
of unemployment. According to Ref. [4], the labor situation for Filipino PWDs worsened during
the pandemic, with their labor force participation declining from 22% in January 2019 to 18%
in January 2022. Simultaneously, unemployment among PWDs increased from 4.5% to 7%
over the same period, as highlighted in the same study. The implementation of laws during the
pandemic exacerbated various issues, with a significant proportion of PWDs either remaining

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unemployed or being employed in the informal economy. This precarious financial situation
further burdens this vulnerable population group.
On July 15, 2014, in response to the Provincial Council on Disability Affairs' call, led by
Dr. Rex Bernardo, a person with a disability and advocate, the Sangguniang Panlalawigan of
Camarines Norte enacted Provincial Ordinance No. 20-2014. Titled "An Ordinance Organizing
and Establishing the Camarines Norte Provincial Persons with Disabilities Affairs Office (CN-
PDAO) by Provisions of Republic Act No. 7277, or the Magna Carta for Persons with Disabilities
as Amended by Republic Act No. 10070 and Appropriating Funds Therefore," this ordinance
marked the creation of the first Provincial-level Persons with Disabilities Affairs Office (PDAO)
in the Philippines. Notably, Camarines Norte, classified as a second-class province based on its
income, achieved this milestone. The establishment and institutionalization of the PDAO
catalyzed disability-inclusive development in the province, leading efforts to develop a
comprehensive provincial plan of action for persons with disabilities [5].
Despite all levels policy making in both government and private sectors for PWDs to
gather new opportunities and individual growth, Dr. Rex Bernardo, the same PWD advocate in
Camarines Norte, stated during the World Economic Forum in East Asia (WEF-EA) held in
Manila last May 2014 that only 10 percent of "employable” PWDs find decent jobs. The rest
who are lucky enough to sign a contract or begin a business often end up doing menial work.
He also claims that many PWDs have undergraduate or graduate degrees, but these seem to be
not enough. The primary reason for this is that employers’ preferences vary in hiring PWDs. In
Camarines Norte, during the distribution of prosthetics for PWDs in August 2023, Dr. Rex
Bernardo recently said in an interview with the researchers that society needs to consider
PWDs in building infrastructures such as business establishments, companies, hotels, and
other possible workplace for them.“Aside from Human Rights Approach, may tinatawag din
tayong Social Model of Disability kung saan ibinibigay yung responsibilidad o yung burden ng
integration hindi sa may kapansanan, dapat sa lipunan. Kagaya ko, hindi mo ako aasahan na
pumunta sa mga lugar na may hagdan, eh PWD ako eh, dapat pag may hagdan mayroon ding
ramp para sa amin”, he further added.
In pursuit of this goal, this study endeavors to contribute to the equitable inclusion of
PWDs in workplaces, businesses, and communities. It seeks to create avenues for their
advancement and to match their skills and competencies with suitable employment
opportunities. Moreover, it aims to advocate for inclusivity in policies and practices, thereby
mitigating the barriers faced by individuals with disabilities and ultimately increasing their
employment rates. Specifically, the study aims to identify the types and frequency of
employment barriers encountered by people with disabilities in Daet, Camarines Norte, and to

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explore the factors contributing to these barriers. Additionally, it will assess the impact of these
barriers on employment rates and job satisfaction among individuals with disabilities in the
municipality. Lastly, the study will propose an action plan and present empirical data and
statistical insights to inform policymakers, advocacy groups, and employers about strategies
to enhance inclusivity and reduce employment barriers for individuals with disabilities in Daet,
Camarines Norte. The researchers firmly believe that concerted efforts are necessary to ensure
that policy implementation aligns with laws guaranteeing the rights of PWDs to employment.
The theoretical framework presented below forms the foundation of the researchers'
study. The researchers presented a theory related to the current study, providing data that can
be used to verify the study. It allowed the researchers to overcome the experiments designed
to test them and see how the theoretical framework aided them in interpreting the study
findings. Furthermore, the study is rooted in the theory of "Social Model of Disability,"
pioneered by Mike Oliver in 1983 [6]. This model posits that disability is a social construct,
originating from societal organization itself. Society's structure caters primarily to non-
disabled individuals, categorizing those who do not conform as disabled. The model highlights
that complete societal engagement is not determined by the abilities of individuals with
disabilities but by societal constructs hindering their inclusion.
Moreover, the social model perceives 'disability' as arising from the interaction
between individuals living with impairments and an environment replete with physical,
attitudinal, communication, and social barriers. Consequently, it implies that changes must
occur in the physical, attitudinal, communication, and social milieu to facilitate the
participation of individuals with impairments on equal footing with others. This perspective is
crucial in identifying inequality, as it attributes disability to communities, services, and spaces
that lack accessibility or inclusivity.
The theory of the Social Model of Disability supports the current study by offering a
holistic understanding of disabilities, emphasizing societal factors rather than individual
deficits, as implied by the researchers. It posits that disability primarily arises not from an
individual's impairment or medical condition but from the societal, cultural, and
environmental obstacles preventing full participation and inclusion—central themes
addressed in the present study. The theory underscores the significance of examining societal
factors hindering integration and equitable opportunities for individuals with disabilities. By
recognizing that disability is not solely an individual's issue but a consequence of societal
attitudes, norms, and inadequate infrastructure, the present study aims to elucidate the
barriers constraining the complete potential and participation of people with disabilities
across various life domains.

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Furthermore, by applying the social model of disability, the study will receive
theoretical support in examining the barriers faced by individuals with disabilities in various
domains such as education, employment, transportation, healthcare, social interactions, and
accessibility. By embracing the social model of disability, the researchers aim not only to gain
a deeper understanding of these barriers but also to foster the creation of tailored
interventions and policies aimed at mitigating these challenges. Ultimately, the adoption of the
social model of disability in the study will contribute to enhancing inclusivity and reducing
employment barriers for individuals with disabilities.

Fig. 1. Theoretical Framework Conceptual Framework

The conceptual framework serves as a theoretical basis for the study. The dependent
variable, the proposed action plan aiming to enhance employment rates and job satisfaction
for individuals with disabilities, is influenced by several independent variables. These include
understanding the demographic profile of the respondents, identifying employment barriers
faced by people with disabilities, investigating factors contributing to these barriers, and
proposing interventions to enhance inclusivity and reduce employment barriers in Daet,
Camarines Norte.
The researchers designed a paradigm resembling a wheelchair, a prominent assistive
device symbolizing mobility and improved quality of life for individuals with disabilities. The
wheelchair represents accessibility, enabling users to pursue education, employment, social
engagements, and access healthcare services. It signifies societal acceptance of individuals with
disabilities and their embrace of challenges. Additionally, the researchers developed a color-
coded wheel to represent various types of disabilities. Each independent variable, denoted by
a specific color, serves as a tool to guide the study toward its objectives. Gold represents
neurodivergence like autism, blue signifies psychiatric disabilities, green represents sensory
disabilities, and red symbolizes physical disabilities. The central position of the dependent
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variable, marked with violet, signifies the overarching goal of empowering the community of
PWDs. These design elements were carefully crafted with the needs of individuals with
disabilities in mind by the researchers.

Fig. 2. Conceptual Framework

The general objective of this study is to systematically investigate and quantify the
employment barriers experienced by individuals with disabilities in Daet, Camarines Norte, to
provide valuable insights to inform policies and practices that promote inclusivity and reduce
such barriers in the region. Specifically, it sought answers to the following objectives: (1) know
the demographic profile of respondents in terms of (1.1) Age, (1.2) Gender, (1.3) Educational
Background, (1.4) Type of Disability, (1.5) Employment Status, (1.6) Job Title, and (1.7)
Monthly Income. (2) identify the types and frequency of employment barriers faced by people
with disabilities in Daet, Camarines Norte in terms of (2.1) Lack of Accessibility, (2.2)
Discrimination or Stigma, (2.3) Lack of Necessary Accommodations, (2.4) Limited Job
Opportunities, (2.5) Lack of Support from Employers. (3) investigate the factors contributing
to these employment barriers, including but not limited to (3.1) Societal Attitudes, (3.2)
Workplace Policies, and (3.3) Accessibility Issues. (4) identify the barriers to the employment
rate and job satisfaction among individuals with disabilities, and (5) propose an action plan
and provide empirical data and statistical insights that can inform policymakers, advocacy
groups, and employers on strategies to enhance inclusivity and reduce employment barriers
for individuals with disabilities in Daet, Camarines Norte.
Material and Methods
A. Setting
The study is set in Daet, Camarines Norte, a dynamic urban center in the Bicol Region of
the Philippines, characterized by diverse economic activities and a mix of residential,

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commercial, and industrial areas. Despite the presence of modern amenities, individuals with
disabilities encounter significant barriers to employment and societal participation, reflecting
broader challenges in accessibility and inclusivity. Against this backdrop, the study aims to
investigate and quantify the employment barriers faced by individuals with disabilities in Daet,
informing local policies and practices to promote inclusivity and reduce discrimination.
Through targeted interventions and empirical data, the study seeks to contribute to enhancing
opportunities for individuals with disabilities in the region.
B. Respondents of the Study
The study included fifty (50) individuals with disabilities, encompassing both employed
and unemployed participants, from Daet, Camarines Norte. A rigorous selection process was
employed by the researchers to ensure the inclusion of respondents possessing qualifications
and characteristics deemed pertinent to the study's objectives and research inquiries using
purposive and quota sampling.
C. Instrumentation
The researchers utilized a survey questionnaire comprising four (4) sections. Part I
consisted of a checklist about the demographic profile of the respondents, encompassing
variables such as age, gender, educational background, type of disability, employment status,
job title, and monthly income. Part II employed a Likert Scale format, presenting a list of
barriers encountered by PWDs, prompting respondents to rate their experiences regarding
these barriers, ranging from "strongly agree" to "strongly disagree." Part III was subdivided
into three (3) sections, also utilizing a Likert Scale. The first section gauged respondents' levels
of awareness and acceptance towards individuals with disabilities, allowing them to express
their opinions on a scale ranging from "very low" to "very high." The second section assessed
workplace policies supporting individuals with disabilities, with response options ranging
from "strongly agree" to "strongly disagree." Additionally, the third section addressed
accessibility issues, prompting respondents to rate the accessibility of these issues based on
their experiences, ranging from "very inaccessible" to "very accessible." Lastly, Part IV of the
questionnaire comprised a checklist wherein respondents were provided with a list of barriers
encountered by PWDs, prompting them to indicate the barriers affecting their employment
rate and job satisfaction.
D. Data Collection
This study utilized both primary and secondary sources for data collection. Primary data
were gathered through a survey questionnaire administered to individuals with disabilities in
Daet, Camarines Norte, covering employment experiences, perceived barriers, and
demographics. Additionally, primary sources included arranged interviews with employers,

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HR professionals, disability service providers, and community surveys. Ethical standards were
strictly upheld throughout these interactions. Secondary sources comprised published and
unpublished articles, studies, and literature from libraries and the internet. The researchers
aided respondents in understanding and completing the questionnaire and subsequently
analyzed the collected data.
E. Data Analysis Techniques
In analyzing the data, the researchers employed statistical methods. Data were organized
using tables to present a comprehensive overview. The following techniques were utilized for
thorough analysis: Percentage technique was applied to ascertain the demographic profile of
respondents, encompassing age, gender, educational background, type of disability,
employment status, job title, and monthly income; Weighted mean analysis was employed to
determine the type and frequency of employment barriers, including lack of accessibility,
discrimination or stigma, lack of necessary accommodations, limited job opportunities, and
lack of support from employers, as well as to investigate societal attitudes, workplace policies,
and accessibility issues in Daet, Camarines Norte; Multiple Response Analysis was utilized to
identify employment barriers impacting employment rate and job satisfaction.
Results and Discussion
A. Demographic profile of the respondents.
The age range of the respondents ranged from 18 to 65 or older. Twelve respondents,
or 24%, fell within the 45-54 years old category; eleven respondents, or 22%, were between
25-34 and 35-44 years old; nine respondents, or 18%, were aged 55-64 years old; four
respondents, or 8%, were between 18- 24 years old; and three respondents, or 6%, were 65 or
older.
In terms of the gender profile, the majority of the respondents were female, accounting
for a frequency of 26, or 52%. Following this, 22 respondents, or 44%, identified as male. The
smallest group comprised individuals who preferred not to disclose their gender, with a
frequency of 2, or 4%. In terms of educational background, the majority of the respondents had
attained a College/University level of education, accounting for a frequency of 36, or 72%.
Following this, 9 respondents, or 18%, had attained a Secondary Level of education. In third
place, 4 respondents, or 8%, had attained education up to the Primary School level. The least
common educational attainment among respondents was Vocational/Technical School, with 1
response, or 2%.
Regarding the type of disability among the respondents, physical disability was the
most prevalent with 28 responses, accounting for 54% of the survey. In second place, 9
respondents, or 18%, reported having a Visual Disability. Thirdly, 8 respondents, or 16%,
identified as having Psychosocial Disability. Fourthly, 3 respondents, or 6%, reported having

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an Intellectual Disability. Fifthly, 2 respondents, or 5%, reported being Deaf or Hard of Hearing.
Lastly, mental disability had the lowest frequency in the survey, with only 1 response,
representing 2% of the total respondents.
In terms of employment status, unemployed people with disabilities got the highest
frequency in the survey with 28 responses or 56%, while employed respondents got the lowest
frequency of 22 or 44%. In terms of job titles, the majority of respondents held positions as Job
Orders, with a frequency of 5, accounting for 23% of the total. Following this, 3 respondents,
or 13.63%, were identified as Administrative Aides. In third place, 2 respondents each, or
9.09%, held positions as Barangay PWD President, Project Development Officer,
Administrative Officer, and Encoder. Conversely, the least common job titles among
respondents included casual workers, clerks, Local Revenue Collection Officer, Regional
Competitiveness Committee, Administrative Assistant, and Stenographers, each with a
frequency of 1, representing 4.54% of the total responses with information serving as barriers
to accessing and utilizing assistive technologies for people with disabilities. Additionally,
constraints such as inadequate funding, workforce shortages, the absence of barrier-free
infrastructure, and limited awareness about new technologies contribute to the challenges
faced in utilizing assistive technology.
Regarding monthly income, the majority of respondents reported having incomes
below 5,000, with a frequency of 28 or 56%. Following this, 10 respondents, or 20%, reported
incomes ranging from 5,001 to 10,000. In third place, 4 respondents, or 8%, reported incomes
between 10,001 and 15,000. Additionally, 3 respondents, or 6%, reported incomes between
15,001 and 20,000. Furthermore, 2 respondents, or 4%, reported incomes of 30,000 and above.
Conversely, the least common income brackets among respondents included incomes ranging
from 20,000 to 25,000, 25,001 to 30,000, and 30,001 to 35,000, each with a frequency of 1, or
2%.
B. Employment barriers encountered by people with disabilities.
1. Accessibility
This study revealed that a majority of the respondents faced challenges in accessing
technological support, particularly those who were unemployed and had lower levels of
education. These individuals lacked knowledge in utilizing appropriate technologies to
assist them with their disabilities. Examples of such technologies include assistive devices
such as screen readers, mobility aids, hearing aids, and advanced wheelchairs.

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Table 1. Accessibility

Indicators Weighted Mean Interpretation

Absence of wheelchair ramps, elevators, and 2.86 A
sidewalks for PWDs
Narrow/crowded office structures 2.92 A
Unorganized placements of office machines and 2.88 A
equipment
Lack of technological support 2.94 A
Lack of accessible transportation 2.54 A
Average Weighted Mean 2.82 A
Legend:3.26-4.00 Strongly Agree (SA); 1.76-2.50 Disagree (D); 2.51-3.25 Agree (A); 1.00-1.75 Strongly Disagree (SD)

According to Ref. [7], while assistive technology holds significant potential to assist
individuals with disabilities, it can inadvertently create barriers for some users. Factors
such as affordability, availability, and lack of Discrimination or Stigma. Based on the
survey findings, a significant number of individuals with disabilities reported
experiencing social exclusion due to their physical impairments, leading to instances of
discrimination. Moreover, respondents indicated that this social exclusion negatively
impacts their self-esteem, particularly in their pursuit of securing decent employment
opportunities. Many respondents expressed concerns that potential employers may not
hire them or provide necessary support due to their disabilities. Despite the presence of
protective legislation such as RA 7277 or the Magna Carta for Disabled Persons,
discriminatory attitudes persist in the workplace, posing barriers to the employment
prospects of people with disabilities within the community.
2. Discrimination or Stigma
Based on the survey findings, a significant number of individuals with disabilities
reported experiencing social exclusion due to their physical impairments, leading to
instances of discrimination. Moreover, respondents indicated that this social exclusion
negatively impacts their self-esteem, particularly in their pursuit of securing decent
employment opportunities. Many respondents expressed concerns that potential
employers may not hire them or provide necessary support due to their disabilities. Despite
the presence of protective legislation such as RA 7277 or the Magna Carta for Disabled
Persons, discriminatory attitudes persist in the workplace, posing barriers to the
employment prospects of people with disabilities within the community.
According to Ref. [8] work and employment hold a pivotal role in individuals' lives,
contributing significantly to social inclusion and overall well-being. The study highlighted
that societal negative attitudes, leading to discrimination in the workplace, along with
inadequate infrastructure, pose significant obstacles to the employment of people with
disabilities. Furthermore, misconceptions regarding the capabilities of individuals with

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disabilities to work are key factors contributing to their ongoing unemployment.

Additionally, for those who are employed, these misconceptions often result in their
exclusion from higher-prestige job opportunities.
Table 2. Discrimination or Stigma

Indicators Weighted Interpretation

Mean
Negative attitudes of employers 2.90 A
Being bullied in the workplace 2.92 A
Repeated rejection and neglect capabilities 2.84 A
Being an outcast due to physical impairments 3.00 A
Presumed to be helpless and incapable 2.90 A
Average Weighted Mean 2.91 A
Legend: 3.26-4.00 Strongly Agree (SA); 1.76-2.50 Disagree (D); 2.51-3.25 Agree (A); 1.00-1.75 Strongly Disagree (SD)

3. Necessary Accommodations.
The survey findings highlight a prevalent issue of inadequate modifications to existing
facilities, hindering accessibility and usability for employees with disabilities. The study
reveals that many workplaces in the area lack the necessary adjustments to provide a
spacious and comfortable working environment for individuals with disabilities.
Additionally, there is a notable lack of awareness among employers regarding the
development and modification of facilities and policies to accommodate the employment
needs of individuals with disabilities. Consequently, people with disabilities in the
community encounter physical barriers when accessing establishments that do not have
ramps, elevators, or appropriately designed comfort rooms.
Ref. [9] explored the intricate challenges confronting individuals with disabilities in the
Philippines regarding occupational rehabilitation and work integration. The study
illuminated the multifaceted nature of these challenges, which encompassed the socio-
political system, labor infrastructure, and legislative frameworks. Within the socio-political
context, societal perceptions and attitudes towards disabilities significantly influenced
employment opportunities and social inclusion. Moreover, the inadequate labor
infrastructure, including inaccessible workplaces and transportation, exacerbated barriers
to employment for individuals with disabilities. Despite legislative efforts such as the Magna
Carta for Disabled Persons (RA 7277) aimed at promoting equal opportunities, challenges
persisted in the implementation and monitoring of these laws, leading to inconsistencies
and gaps in their application. Consequently, many individuals with disabilities continued to
face discrimination and obstacles to accessing employment opportunities. Addressing these
challenges required a holistic approach that encompassed legislative reforms, changes in
societal attitudes, infrastructure improvements, and enhanced support mechanisms to

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facilitate the full participation of individuals with disabilities in the workforce and promote
economic independence.
Table 3. Necessary Accommodations
Indicators Weighted Mean Interpretation
Lack of access to training and seminars. 2.78 A
Absence of providing assistive technology or devices. 2.88 A
Inadequate modifications to existing facilities to make them 2.90 A
readily accessible and usable by employees with disabilities.
Not modifying work policies or workplace rules specifically 2.84 A
for individuals with disabilities.
Lack of restrooms designed for people with disabilities. 2.84 A
Average Weighted Mean 2.84 A
Legend:3.26-4.00 Strongly Agree (SA); 1.76-2.50 Disagree (D); 2.51-3.25 Agree (A); 1.00-1.75 Strongly Disagree (SD)

4. Job Opportunities
According to the survey, individuals with disabilities were often offered menial work.
Many unemployed individuals with impairments undertook jobs requiring minimal effort,
such as dishwashing, cleaning, tailoring, and other tasks, solely to generate income.
Respondents expressed that such work was necessary for survival, with limited options
available due to their disabilities. Among the employed respondents, a majority held job
orders with low incomes. Additionally, respondents noted a lack of employer awareness
regarding laws about the employment of people with disabilities. They observed a
preference among employers to hire individuals without impairments, overlooking the
skills and potential of those with disabilities. This indicates a perceived laxity in
government enforcement of employment laws for people with disabilities, as reported by
respondents. These findings underscore the urgent need for enhanced awareness and
stricter enforcement of legislation to ensure equal employment opportunities for
individuals with disabilities.
Furthermore, Ref. [10] revealed that PWD mostly faced the following problems:
difficulties in obtaining employment, lack of recognition of their potential, prejudice on
behalf of employers regarding their skills and capacities, early abandonment of education,
and physical barriers. A certain number of PWD faced limitations primarily related to low
levels of motivation to engage in employment, actively seek employment, engage in
professional rehabilitation programs, advance in education, or become self-employed.
However, a majority of PWD wished to engage in some form of employment, in areas
adapted to their capacities, and with modified working hours.
5. Support from Employers
According to the survey, managers were aware of the concept of equal opportunity for
PWDs but were not motivated to take action. The respondents stated that most workplaces
in their area disregarded the law concerning individuals with disabilities employment

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because they believed it required too much effort to cater to their needs. Additionally, the
government did not provide employers with sufficient motivation to comply with these
laws and regulations for equal opportunities for people with disabilities. Respondents
believed that a thorough understanding of their needs and nature was vital for a well-
implemented law to protect their rights to employment.
Table 4. Job Opportunities
Indicators Weighted Mean Interpretation
Often offered to do menial work. 2.90 A
Unable to meet the job description. 2.82 A
Awareness of employers towards the law on 2.89 A
employing PWDs.
Knowledge in locating suitable jobs. 2.88 A
Lack of career development opportunities such 2.86 A
as being passed over for promotion and higher
duties, lack of job rotation, etc.
Average Weighted Mean 2.87 A
Legend:3.26-4.00 Strongly Agree (SA); 1.76-2.50 Disagree (D); 2.51-3.25 Agree (A); 1.00-1.75 Strongly Disagree (SD)

The study by Ref. [11] indicated that the persistent above-average unemployment rate
among people with disabilities (PWD) and the government's ineffective measures underscore
the importance of companies taking action on this issue. A comprehensive understanding of
the impacts and implications of employing PWD and vocational rehabilitation is necessary for
strategic corporate management to actively promote the integration of PWD into the labor
market.
Table 5. Support from Employers
Indicators Weighted Mean Interpretation
Unequal benefits and incentives. 2.62 A
Lack of provided training and seminars for skills 2.64 A
development.
Managers are aware of the concept of equal 2.82 A
opportunity for PWDs but are not motivated to
take action.
Employers were worried about additional costs in 2.80 A
providing training, supervision, and
accommodation if PWDs were employed.
Lack of awareness and understanding about 2.80 A
disability-related needs and accommodations by
employers.
Average Weighted Mean 2.73 A
Legend:3.26-4.00 Strongly Agree (SA); 1.76-2.50 Disagree (D); 2.51-3.25 Agree (A); 1.00-1.75 Strongly Disagree (SD)

C. Factors contributing to employment barriers.

1. Societal Attitudes
According to the survey, the majority of respondents indicated that people in their
environment were moderately aware of and accepting of individuals with disabilities as
part of society. This suggests that acceptance from society remains selective, with some only

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accepting and respecting individuals with disabilities whom they typically interact with,
rather than extending inclusivity to all. Consequently, society's promotion of inclusivity and
equality towards individuals with disabilities lacks consistency. Respondents noted
instances where they were perceived as incapable of performing normal tasks, particularly
when applying for jobs. Despite efforts to raise awareness and enforce the rights of
individuals with disabilities in the workplace, they still encounter employers who are
reluctant to hire them.
Ref. [12] highlights that historically, individuals with disabilities have been integral
members of society, yet they were not always afforded the acceptance and care they receive
today. Prevailing social constructs and attitudes have shaped societal perceptions and
consequently influenced how individuals with disabilities are treated. Fostering greater
compassion, awareness, and understanding can significantly impact the lives of individuals
with disabilities.
Table 6. Societal Attitudes
Indicators Weighted Mean Interpretation
Societal Inclusion: People with disabilities are part of 3.38 M
the society.
Rights and Privileges: People with disabilities have the 2.92 M
rights and privileges to actively participate in society.
Challenges Encountered: Individuals with disabilities 3 M
face challenges that society needs to consider.
Employment Opportunities: People with disabilities are 3.08 M
capable of employment despite their impairments.
Skills and Capabilities: Individuals with disabilities have 3.06 M
their skills and capabilities to consider.
Average Weighted Mean 3.08 M
Legend: 4.21-5.00 Very High (VH); 1.81-2.69 Low (L); 3.41-4.20 High (H); 1.00-1.80 Very Low (VL); 2.61-3.40 Moderate
(M)

2. Workplace Policies
The majority of the respondents concurred that both employers and employees are
cognizant of the rights and privileges accorded to employees with disabilities, yet adherence
to these rights in the workplace lacks consistency. Respondents noted that due to the time
and effort required to accommodate their needs, some organizations tend to overlook them.
However, employed respondents expressed gratitude for their current harmonious work
environments, having experienced various prejudices in previous roles. Furthermore,
respondents reported receiving equal benefits and incentives, thanks to the
implementation of laws safeguarding the rights of individuals with disabilities. Nonetheless,
while workplaces may have existing policies to support individuals with disabilities, the
modification and enhancement of these policies are deemed necessary for true
effectiveness, as indicated by the survey results.

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According to Ref. [13], an inclusive workplace extends a warm welcome and provides
support to individuals with differences, not limited to those with disabilities. It emphasizes
equal opportunities for all to thrive. Numerous workplaces allocate resources towards
fostering diversity, equity, inclusion, and belonging. A significant aspect of disability
inclusion involves encouraging employees to seek assistance when needed.
Table 7. Workplace Policies
Indicators Weighted Mean Interpretation
Local workplaces consider people with disabilities in 3.04 A
policymaking to support diversity and anti-discrimination.
Employers and employees are aware of the rights and 3.09 A
privileges of employees with disabilities.
Workplaces have an accessible environment for employees 3 A
with disabilities to perform their jobs effectively.
Employers provide people with disabilities accommodations 2.6 A
once employed such as innovative assistive devices, and
flexible work arrangements.
Employers create an inclusive and supportive working 2.87 A
environment for people with disabilities through retention
and promotion.
Average Weighted Mean 2.92 A

Legend:3.26-4.00 Strongly Agree (SA); 1.76-2.50 Disagree (D); 2.51-3.25 Agree (A); 1.00-1.75 Strongly Disagree (SD)

3. Accessibility Issues
Most respondents concurred that they encountered attitudinal barriers, including
negative attitudes or stereotypes from employers or coworkers regarding the capabilities
of individuals with disabilities. They noted a lack of awareness and understanding about
disability-related needs and accommodations in the workplace. Some respondents
reported experiencing bullying and being excluded when attempting to engage with their
coworkers due to their disabilities.
Table 8. Accessibility Issues
Indicators Weighted Mean Interpretation
Physical Accessibility 1.90 I
Communication Barriers 1.86 I
Information Accessibility 1.86 I
Transportation Challenges 1.88 I
Attitudinal Barriers 1.94 I
Inaccessible Workspaces 1.93 I
Inadequate Training and Awareness 1.92 I
Employment Discrimination 1.86 I
Mental Health Support 1.84 I
Transportation to Work 1.84 I
Average Weighted Mean 1.88 I
Legend:3.26-4.00 Very Accessible (VA); 1.76-2.50 Inaccessible (I); 2.51-3.25 Accessible (A); 1.00-1.75 Very
Inaccessible (VI)

Their skills were often underestimated, and they were perceived as unproductive,
exacerbating the challenges they faced in the workplace. As per Ref. [14], negative or
restrictive stereotypes of individuals with disabilities, pervasive in societal attitudes and

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various media representations, play a role in fostering social isolation and exclusion within
this demographic. The notably lower rates of employment among people with disabilities
further exacerbate issues such as poverty, financial instability, and mental health concerns.
D. Barriers to employment rate and job satisfaction
1. Barriers to Employment Rate
Discrimination or stigma emerges as the primary barrier impacting the employment
rate, according to respondents. This highlights the pervasive discrimination faced by
individuals with disabilities, both within the workplace and society at large. Some
respondents noted experiencing negative attitudes from others due to their disabilities,
leading to a loss of confidence in job applications and ultimately contributing to lower
employment rates among PWDs.
According to Ref. [15], workplace discrimination often manifests subtly, yet individuals
with disabilities have voiced that negative attitudes towards disability significantly
influence their employment success. A study involving mock job applications revealed that
disclosing a disability resulted in 26% fewer expressions of employer interest compared to
non-disclosure. People with disabilities perceive stigmatizing attitudes to impede their
career progression, leading to challenges in securing employment, obtaining promotions,
facing extended probationary periods, or experiencing differential treatment compared to
colleagues without disabilities. Negative biases in the workplace, such as feeling
underestimated, insulted, excluded, or observing discomfort among coworkers due to their
disability, further exacerbate these challenges.
Table 9. Barriers to Employment Rate
Category *Frequency Percent of responses
(%)
Lack of Accessibility 21 15
Discrimination or Stigma 39 28
Lack of Necessary Accommodations 28 20
Limited Job Opportunities 33 24
Lack of Support from Employers 18 13
Total 139 100
*Multiple Response

2. Barriers to Job Satisfaction

The majority of respondents concurred that Discrimination or Stigma significantly
affects their job satisfaction. They noted that experiencing discrimination in the workplace
diminishes their commitment to their duties. Furthermore, individuals with disabilities
assigned lower positions or menial tasks often express dissatisfaction with their roles in the
workplace. According to Ref. [16], people with disabilities encounter common patterns of
discrimination. They contend with high unemployment rates, encounter prejudices

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regarding their productivity, and are frequently excluded from the labor market.
Additionally, they often face discrimination during the hiring process.
Furthermore, despite legal protections against discrimination, individuals with
disabilities still encounter systemic barriers to accessing employment opportunities.
Addressing these issues requires concerted efforts from both policymakers and employers
to create inclusive workplaces and promote equal opportunities for all.
Table 10. Barriers to Job Satisfaction
Category *Frequency Percent of responses (%)
Lack of Accessibility 18 24
Discrimination or Stigma 20 27
Lack of Necessary 15 20
Accommodations
Limited Job Opportunities 10 13
Lack of Support from Employers 12 16

Total 75 100
*Multiple Response

3. The suggested action plan on the barriers to employment rate of people with
disabilities.
First, Discrimination or Stigma will be addressed through the Disability Sensitivity
Awareness Seminar for Employers. In this activity, employers will gain a better
understanding of policies regarding the hiring process of people with disabilities and will
create a barrier-free working place for them. According to Ref. [17], HR will also need to
create spaces within the organization where managers and employees can learn informally
and build capacity around creating inclusive workplaces. By the end of this activity,
employers will have enhanced awareness of how to deal with people with disabilities and
will provide more employment opportunities for them, leading to higher employment rates.
Limited Job Opportunities are also identified as a barrier affecting the employment rate
of people with disabilities. Therefore, organizing job fairs exclusively for individuals with
disabilities presents a valuable opportunity for them to connect with potential employers
and improve their prospects of securing employment tailored to the program that caters
specifically to their needs, participants can expect to explore a wider range of job
opportunities and enhance their chances of finding suitable employment, ultimately
leading to increased employment rates. According to Ref. {18], job fairs play a crucial role
in supporting the employment of people with disabilities by providing access to job
vacancies, facilitating direct communication with employers, and offering a platform to
explore various employment options within a single event. Finally, the Lack of Necessary
Accommodations can be tackled by promoting the engagement of people with disabilities
in Vocational Rehabilitation Programs. Through these programs, individuals with

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disabilities can access employment opportunities by availing themselves of assessment

services, counseling, vocational training, job search assistance, placement support, and job
coaching. In the article of Ref. [19], vocational rehabilitation offers a multitude of benefits
to individuals with disabilities, including enhancements to the overall quality of life,
fostering independence, and promoting self-sufficiency. By participating in Vocational
Rehabilitation, individuals can acquire the essential skills and resources needed to thrive
in the workforce, thereby facilitating their journey toward greater self-sufficiency.
Table 11. Barriers to Employment Rate
Barriers to Employment Actions/ Objectives Person(s) Involved Expected
Rate Activities Outcome
Discrimination or Stigma Disability Employers will have a Employers, Human Employers are
Sensitivity better understanding Resource aware of policies and
Awareness Seminar of policies regarding Professionals, Persons establish a barrier-
for Employers the hiring of people with Disabilities Affairs free working
with disabilities and Office (PDAO), and environment for
create a barrier-free CNSC Office people with
working place for Administration Faculty disabilities.
them.

Limited Job Opportunities Job Fairs exclusive People with Employers, Persons More opportunities
for people with disabilities will have with Disabilities, for people with
disabilities the chance to meet Persons with disabilities will arise
with potential Disabilities Affairs which will lead to
employers and Office (PDAO), and higher employment
increase their CNSC Office rates for them.
chances of being Administration Faculty
employed as the
program is intended
for them.

Necessary Encourage people To help people with Employers, Persons People with
Accommodations with disabilities to disabilities obtain with Disabilities, disabilities will have
engage in the employment through Persons with developed skills and
Vocational assessment services, Disabilities Affairs will be fully
Rehabilitation counseling and Office (PDAO), integrated into the
Program for skills guidance, vocational Technical Education workplace.
development and training, job search, and Skills Development
employment job placement, and Authority (TESDA),
guidance. job coaching. CNSC Office
Administration Faculty

4. The suggested action plan on the barriers to job satisfaction of people with disabilities
Firstly, Discrimination or Stigma can be addressed through employee training sessions
focused on discrimination issues and fostering inclusive behavior. Through this initiative,
all employees will receive comprehensive information about the Magna Carta for Persons
with Disabilities, fostering the creation of an inclusive working environment. Upon
completion of this activity, employees with disabilities will be able to contribute to a
harmonious and prejudice-free workplace, thereby enhancing overall satisfaction. As
emphasized by Ref. [20], disability training has the potential to raise awareness of
unconscious bias, challenge stereotypes, educate individuals on disabilities, and promote
understanding of the challenges faced by people with disabilities. It can effectively
dismantle barriers to working with individuals with disabilities and provide insights into

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positive solutions for fostering thriving workplaces. Addressing the Lack of Accessibility
involves modifying existing workplace facilities and renovating establishments to ensure
they comply with the requirements outlined in the IRR of RA 10524, or the Act Expanding
the Government Positions Reserved for Persons with Disabilities [21].
Table 12. Proposed Action Plan to Increase Job Satisfaction
Barriers to Actions/ Activities Objectives Person(s) Involved Expected Outcome
Employment
Rate
Discrimination or Disability Training on employees, To inform all Employers and all Employees with
Stigma discrimination issues, and employees about employees in workplaces disability can
inclusive the in Daet, Camarines work in a
Behavior Magna Carta for Norte, Persons with harmonious and
Persons with Disabilities, Persons prejudice-free
Disabilities to with Disabilities workplace.
create an Affairs Office
inclusive (PDAO), and CNSC
working Office
environment. Administration
Faculty
Accessibility Modify existing facilities in To havemore Employers, Local Employees with
workplaces and renovate accessible Government Unit of disabilities will
establish ents that do workplaces Daet, have a
not have ramps, lifts, parking and lessen the Camarines Norte (LGU convenient
spaces, and comfort rooms for physical Daet), Persons with workplace for
the use of people with barriers Disabilities, Persons them to do their
disabilities in accordance encountered with jobs without any
to IRR of RA 10524 or An Act by people with Disabilities Affairs Office hindrance.
Expanding the Government disabilities in (PDAO), and CNSC Office
Positions Reserved for Persons their Administration Faculty
with Disabilities. environment.

Necessary Provide new and innovative For people with Employers, Local People with
Accommodations Assistive devices for employees disabilities to Government Unit of disabilities are
with disabilities in accordance perform their Daet, Camarines Norte motivated to
to NCDA Board Resolution No. jobs effectively. (LGU Daet), Persons undertake their
4 with Disabilities jobs effectively.
Affairs Office (PDAO),
and CNSC Office
Administration Faculty

This entails installing ramps, lifts, parking spaces, and accessible comfort rooms to
accommodate individuals with disabilities. According to the legislation, reasonable
accommodation should be provided to ensure equal enjoyment of human rights and
fundamental freedoms for persons with disabilities, without imposing undue burden. By
enhancing accessibility in workplaces, physical barriers encountered by individuals with
disabilities can be reduced. Ultimately, this initiative will result in employees with disabilities
having a more convenient and satisfying work environment, conducive to their productivity
and well-being. Furthermore, addressing the barrier of Lack of Necessary Accommodations can
be achieved by providing innovative assistive devices for employees with disabilities, as
outlined in NCDA Board Resolution No. 4 S/2021, "Guidelines for the Provision of Assistive
Devices and Technology Services in the Philippines." These devices enable individuals with
disabilities to perform their jobs effectively by assisting them with their impairments.
Examples include advanced wheelchairs, screen readers, hearing aids, speech-generating
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devices, mobility scooters, and prosthetics [22]. By implementing this initiative, individuals
with disabilities will be empowered to fulfill their job responsibilities effectively, leading to
greater career satisfaction.
Conclusion
The majority of people with disabilities fell between the ages of 45 and 54, as their
disabilities developed in adulthood due to unfortunate occurrences or illness, rather than being
genetic. Additionally, the majority of respondents were female. In terms of educational
background, most respondents had attained a college or university level of education.
Furthermore, a significant portion of the respondents suffered from physical disabilities, with
a high rate of unemployment observed among this group. Among the employed respondents,
the majority held job order positions. Regarding monthly income, most fell below 5,000,
reflecting the challenges associated with unemployment and entry-level job positions.
The study revealed that people with disabilities encounter various employment
barriers, including a lack of technological support, social exclusion due to physical
impairments, inadequate modifications to workplace facilities for accessibility, limited job
opportunities resulting in menial work assignments, employers' lack of awareness of laws
regarding the employment of people with disabilities, and managers' awareness of equal
opportunity concepts without corresponding motivation to take action. Based on the data
obtained, the respondents indicated that there is a moderate level of awareness regarding the
inclusion of individuals with disabilities in society. However, there is inconsistency among
employers and employees in practicing the rights and privileges of employees with disabilities
in the workplace. Attitudinal barriers and inaccessible workspaces were identified as
contributing factors to the employment barriers faced by respondents in Daet, Camarines
Norte. Based on the gathered data, discrimination or stigma emerged as the primary barrier
affecting both the employment rate and job satisfaction of people with disabilities. To address
this issue and improve employment rates, it is recommended that both individuals with
disabilities and employers participate in seminars, job fairs, and rehabilitation programs. For
enhancing job satisfaction, it is advised that individuals with disabilities, employers, and
employees engage in training sessions, modify existing facilities and establishments, and
provide new and innovative assistive devices tailored to the needs of individuals with
disabilities.
Conflict of Interest

The authors declare that there is no conflict of interest.

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Authors
Jessica M. Dela Cruz holds a Bachelor of Science in Office Administration from
Camarines Norte State College in Daet, Camarines Norte. She is an active member of the
Philippine Association of Students in Office Administration – CNSC Chapter (email:
[email protected]).

Glaize Yvette A. Encinares holds a Bachelor of Science in Office Administration from

Camarines Norte State College in Daet, Camarines Norte. She is an active member of the
Philippine Association of Students in Office Administration – CNSC Chapter (email:
[email protected]).

Faye Anne D. Garces holds a Bachelor of Science in Office Administration from

Camarines Norte State College in Daet, Camarines Norte. She is an active member of the
Philippine Association of Students in Office Administration – CNSC Chapter (email:
[email protected]).

Crisanto S. Ramirez completed his undergraduate degree at Camarines Norte State

College – Main Campus in 2013, Philippines. Subsequently, he gained experience as a
Marketing Officer at a shopping mall, a Marketing Manager at a Quick-Service Restaurant,
and also held a position at a bank. Currently, he is a college instructor at Camarines Norte
State College, specifically within the College of Business and Public Administration.
Additionally, he is an active member of the national organization known as the Philippine
Association of Administrative Professionals and Educators in Office Administration, Inc.
(PAAPEOA). (email: [email protected]).

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