was finished in 2018 but still has not been published. The NDA report reflects a lack of guidance from the Government on why these plans have not been followed through.313 Conclusions on the Strategy The Strategy is an appropriate recognition of the strong need for employment reform for people with disabilities in Ireland. However, it is questionable whether it is being deployed with the priority it needs. It would be reasonable to say that, in any case, Ireland is behind on its overall goal of reaching proportionally equal workforce representation by people with disabilities. This is particularly true upon comparison to the rest of the EU. The deployment of the Strategy presents room for improvement in early education, which must adapt to the needs of every student. This is possible with seamless incorporation of universal design in education, which has yet to be seen. The education-employment link must be supported by early career guidance programs and supported employment schemes. These programs are eagerly awaited by students with disabilities. This appears to be the most significant deficiency in the execution of the Plan. Other areas for improvement include shifting the mindset of employers towards employees with disabilities; action has been taken but it is unclear whether outcomes have been reached. Another issue is transportation, particularly in rural Ireland. Remote working presents a possible solution for some, but transportation is still crucial. Lastly, the priority of making work pay still presents room for opportunity as people who receive disability payments, particularly later in life, are disincentivized from working due to the low income threshold for revocation of these benefits. III.
International Comparative : Legal Models for Workplace Inclusion
This Section will comparatively look at the legal models for workplace inclusion regarding the needs and provisions for people that have disabilities. This section will compare the legal models in the United Kingdom, Ireland, and Australia The United Kingdom In the UK, employers cannot discriminate against a person with disabilities under The Equality Act 2010. The Equality Act 2010 imposes a duty to provide reasonable adjustments for people
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OECD, ‘Disability, Work and Inclusion in Ireland’ (September 2021).
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