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Voor schoonmaakbedrijven die mensen met een arbeidsbeperking in dienst nemen of willen nemen, zijn verschillende financiële regelingen en vormen van ondersteuning beschikbaar.
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Employer behaviour is the missing link in disability employment policy. Decades of wage subsidies, legal mandates, and awareness campaigns have produced modest results. Field experiments reveal why: employers avoid disability disclosure not from malice but from rational responses to perceived risk and information gaps. Fixing this requires understanding what employers actually fear.
No other vocational intervention comes close to IPS's evidence base: 25+ randomised controlled trials across 15 countries, consistent effect sizes of 1.5–2.5× traditional rehabilitation, replicated in high-benefit welfare states including Norway, the Netherlands, and Denmark. Yet European implementation remains fragmented and under-scale.
When you look beyond the official unemployment rate, approximately 30 million working-age Europeans are structurally outside the labour market — on disability benefits, long-term sickness, early retirement, or inactive. The fiscal cost exceeds €400 billion annually. This is the defining labour market challenge of the decade.
Disability:IN's 2026 Disability Equality Index, published 27 July 2026, benchmarked 627 submissions from 421 organisations across 45 countries — nearly six times last year's global reach — revealing strong progress on some fronts but persistent governance gaps. On accessibility and benefits, coverage is near-universal: 99% of assessed firms provide mental health and wellbeing benefits beyond legal minimums, 98% offer flexible or remote work accommodations, and 97% provide long-term disability income protection. Yet leadership visibility remains strikingly low: only 6% of participating organisations have board members who openly identify as having a disability, and just 25% include disability in governance or board demographic reports. Only 28% mention disability in corporate governance charters. CEO Jill Houghton described the results as evidence that disability inclusion is entering a new era — shifting from tick-box programmes toward embedding inclusion in core governance and systems. For European employers, the index serves both as a benchmark and a checklist: strong policy infrastructure exists in most large organisations, but board-level accountability and transparent reporting remain the frontier. The index methodology uses 76 yes/no questions across nine categories and six proficiency tiers.
The Netherlands is on course to miss a legally binding commitment to create 125,000 additional jobs for people with labour disabilities by the start of 2026, NL Times reported on 25 July 2026. Official figures show approximately 92,000 positions filled — roughly 73% of the target — with final numbers expected after the summer. The target was established in the landmark 2013 Social Accord and obligated both private employers and government organisations to create accessible roles, with the state providing compensation to participating businesses. Dutch law requires companies with 25 or more employees to hire people with an occupational disability under the Participation Act (Participatiewet). Employers who fail their obligations risk an inclusivity surcharge — a financial penalty — beginning as early as 2027. For HR and inclusion professionals, the shortfall highlights the limits of voluntary commitment: despite years of awareness campaigns and wage subsidies, the structural employment gap for disabled people in the Netherlands persists. The government is expected to announce enforcement measures to close the remaining gap before year-end.
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