Ravi, a 28-year-old man with mild intellectual disability (ID), walks into the first day of his job at a grocery store. At first, he was nervous, but after wearing the staff badge, he smiled and walked around the place with pride. For the first time in his life, he has not seen himself as “dependent” or “disabled”; instead, he was seen as everyone else – a team member, a colleague and a worker. That badge means more to him than a job; it’s a declaration of dignity and identity.
For individuals with intellectual disabilities, employment is more than economic participation; it is a gateway to social cohesion, independence, and self-worth. Yet, they are often ostracised from the workplace due to stigma and systemic barriers that prevent them can’t performing good, which underestimates their capabilities. Ravi’s story sets an example for everyone of us to involve ID individuals in the workplace.
Understanding Intellectual Disability and the Need for Identity Beyond Diagnosis
According to the American Association on Intellectual and Developmental Disabilities (AAIDD), intellectual disability is described as some impairment in intellectual functioning (such as reasoning, learning, problem-solving) and adaptive behaviour (conceptual, social, and practical skills), that develops before the age of 18. However, this medical problem often becomes an identity label and overshadows the person’s overall individuality. Psychologists warn of he narrative “disability-first”, where people are often seen as that they lack intellectual capacity, or any other impairments, but not seeing what these individuals can do. This is a major controversy that has been spoken about for years.
In 1950, Psychologist Erik Erikson, in his theory of psychosocial development, explained that identity formation is very important in young adulthood. Without any opportunities to take on social roles like worker, friend, or contributor, these individuals (ID) may face challenges with feelings of inferiority, dependency, and exclusion(ostracised from a society or a group). Employment also plays a key role in countering this narrative.
Read More: Erik Erikson’s Theory of Psychosocial Development
The Psychological Impact of Employment on People with ID
A work is deeply tied to showing the individual’s identity, purpose, and self-efficacy in society. For people with ID, employment can become challenging, due to being excluded from society, they are often taken care of in settings or are family dependent. A study done by researchers showed that adults with ID who were employed reported that they have developed higher self-esteem, greater emotional resilience ( bouncing back), and improved social skills compared to their unemployed peers. They described that they have a sense of feeling “normal” and “valued” in ways that they haven’t had before. (Jahoda et al. (2008)
In 2000, Deci & Ryan, in their Self-determination theory, stated that people thrive when three basic needs are met: autonomy, competence, and relatedness. Supported employment provides all three:
1. Autonomy: Means making decisions independently, travelling around the world alone and handling responsibilities single-handedly.
2. Competence: Refers to Learning job tasks, receiving feedback, and mastering new roles.
3. Relatedness: Building peer relationships, feeling included in the group, and sharing common goals.
Without employment, many individuals with ID remain stuck in identity-limiting environments, where they’re commonly viewed as “recipients” of care rather than contributors.
Read More: Youth Employment in the UK Held Back by Mental Health Issues
Barriers to Employment: The challenges they face in society
Even though they have benefits, employment rates among people with ID remain low worldwide. The World Health Organisation (WHO) reports that 80% of people with intellectual and developmental disabilities are unemployed or underemployed. Some Barriers that they face in society include:
1. Employer bias(not being neutral or impartial)
Many assume that people with ID are not capable of learning, adapting, or contributing meaningfully. This later creates partiality in the workplace, as other individuals receive their work, while these individuals are excluded from there.
2. Companies’ unintentionality during the hiring process
Hiring a person for a particular position is very difficult, as the individual suits the job descriptions and so on. Organisations often exclude people with ID from this process without their knowledge, making them doubt their capabilities and confidence.
3. Overprotection by families
Families play a major role in Individuals with ID. One disadvantage is that, due to their dependence on family members, these individuals tend to avoid failure or exploitation in family or workplace settings. When they don’t get the job, the family and society discourage them.
4. Limited vocational training
Trainers conduct vocational programs to develop the skills, knowledge, and attitudes individuals need in the workplace. However, many individuals are unaware of these programs, which lowers their strengths and prevents them from feeling confident. A 2019 report by the International Labour Organisation (ILO) highlighted that employers often give people with ID low-paid, segregated, or temporary roles, which limit their potential for identity growth and career development.
Read More: The “Office Politics” Effect: How Workplace Drama Affects Mental Well-Being
Inclusive Workplaces
Creating a peaceful and meaningful work environment requires more than hiring, as it demands respect, accessibility, and adaptation for the ID individuals. Supported employment programs, job coaches, and peer mentoring can help individuals transition into meaningful roles. A case study done by the National Disability Insurance Scheme (NDIS) from Australia showed that businesses implemented in inclusive employment models (e.g., customised roles, sensory-friendly environments) reported that it not only improved employee satisfaction but also boosted workplace morale and diversity awareness within the company. More importantly, individuals with ID in these roles described their jobs as central to their identity. Being socially included in the workplace can reduce stigma and build identity formation. Like “I am capable”, “I am needed”, and “I belong.” These are fundamental to psychological well-being and long-term mental health.
Employment as Empowerment
Moving beyond the deficit-focused model of disability, psychologists have started to advocate for a strength-based approach to these individuals. This means that focusing on what they can do, what they can enjoy, and how they can contribute meaningfully to society when supported properly. In 2021, researchers Schalock & Verdugo argued that the quality of life for individuals with ID increases dramatically when employment is aligned with personal interests and strengths.
For instance, a person who loves plants works in a nursery, or someone who loves numbers helps in inventory, the job becomes more than work as it becomes a vehicle for identity formation. For example, Karthik likes to cook because of his ID. He was not called as a chef, but later at a restaurant specially for the “ID individuals”. He got the job and worked from morning to evening, and he doesn’t even feel the pressure at work; instead, he thinks it a building stones for his identity in society.
This also influences the perception of others towards them, and Coworkers may begin to view them as teammates, not charity cases. Communities need to begin shifting from “helping” to “collaborating.” And individuals should begin to say NO “I have a disability,” but “I have a job and I’m good at it.”
Read More: Workplace Policies and Their Impact on Employee Mental Health
Conclusion
For people with intellectual disabilities, employment is not about money; it’s about finding their identity in society. It’s about seeing themselves and having others see them as capable, contributing members of society—knowledgeable, skilled, and as normal as anyone else. When allowed to work, people with ID gain knowledge not just skills and income but pride, purpose, and identity. Societies must shift from asking “Can they work?” to “How can we make work accessible and affirming?” Employment has the power to liberate people with ID from the world and place them at the centre of their narrative, not defined by disability, but by their own identity.
FAQs
1. Why is employment so important for people with intellectual disabilities(ID), and what does it provide them in society?
Employment provides more than income to them, as it offers identity, autonomy, and social inclusion. It helps individuals with ID feel valued, capable, and connected to society. It helps them to develop skills, attitude and prepares them to be in a workplace.
2. What psychological benefits do ID individuals gain from society in the workplace?
When employed, these individuals (ID) show high self-esteem, emotional resilience, and improved social skills. As the work helps in fulfilling their basic psychological needs mentioned by Deci he Deci&Ryan.
3. What are the main barriers that prevent people from getting jobs?
Common barriers that prevent them from getting the job are employer bias, companies’ unintentionality in the hiring practices, overprotection of families, and limited vocational training programs, which create a barrier for them.
4. How can workplaces become more inclusive for ID?
Inclusive workplaces offer customised roles, sensory-friendly environments, job coaching, and peer mentoring. These adaptations support meaningful participation and identity development in the individuals.
5. Does employment change society’s views of people with intellectual disabilities?
Yes. When individuals with ID started to take part in every sector, they were seen as coworkers and contributors, which shifts public perception from pity to partnership, fostering dignity, respect, and inclusion.
Reference +
American Association on Intellectual and Developmental Disabilities. (2023). Definition of intellectual disability. https://www.aaidd.org/intellectual-disability/definition
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behaviour. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
International Labour Organisation. (2019). Making the future of work inclusive of people with disabilities. ILO Publications. https://www.ilo.org/global/publications/WCMS_735653/lang–en/index.htm
Jahoda, A., Kemp, J., Riddell, S., & Banks, P. (2008). Feelings about work: A review of the socio-emotional impact of supported employment on people with intellectual disabilities. Journal of Applied Research in Intellectual Disabilities, 21(1), 1–18. https://doi.org/10.1111/j.1468-3148.2007.00365.x
National Disability Insurance Scheme. (2020). Employment and people with intellectual disability: Evaluation and outcomes. Government of Australia. https://www.ndis.gov.au/about-us/publications/reports/employment-and-people-intellectual-disability
Schalock, R. L., & Verdugo, M. A. (2012). A leadership guide for today’s disabilities organisations: Overcoming challenges and making change happen. Brookes Publishing Company. https://products.brookespublishing.com/A-Leadership-Guide-for-Todays-Disabilities-Organizations-P714.aspx
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