In a study of that kind, bias will emerge, and this it did, in the finding that “more ableism” was evidenced towards mental health conditions, intellectual disabilities and autism, than towards disability of the physical or sensory kinds.

Dr Shane Timmons, lead author of the study, said that although most people express positive attitudes towards people with disability, “subtle ableist beliefs” may pose a significant challenge for disabled people.

Where there is shadow, there is light. One of those is Ability@Work. Developed and supported by Horizons in Cork, it collaborates with people with intellectual disabilities, so as to connect them with paid employment based on their abilities, skills and potential.

Currently, Ability@Work is supporting 56 people who are looking for jobs. Advising that there’s a lengthy waiting list for people seeking this support in 2025, manager Marian Hennessy says their aim is to grow its business network to place 250 more people into meaningful paid employment in the region by 2028.

“Every individual’s journey is different, depending on their skillset and their work-readiness,” she says. “Not everyone moves into employment immediately. We try to prepare jobseekers as much as possible before they move into a job.” 

When asked what must be done that is not being done to create inclusive workplaces for people with intellectual disabilities, she replies: “There seems to be a lack of information and training for HR specialists around the supports and grants available.

“There are over 800 services in Ireland that support disability groups. It would help if there was a centralised information hub, where disability groups could be more easily found by employers.

She starts gently with her suggestions for improvement, then says: “Disability needs to be kept to the forefront in government policy and strategy. It is only in the last five years that it has been prioritised in strategic planning. Historically any gains in this area were hard won by families and activists. There is a need for a dedicated government department for disability. Responsibility should be moved away from the HSE.”

 To tackle prejudice against people with intellectual disability much change is required on many fronts. Education can banish the ignorance behind not hiring people with disabilities, but beyond any reluctance and refusal to do so, lies something more. Asked what that might be and whether she agrees that whatever it is that that is no excuse, Hennessy replies: “It can be a lack of education, a lack of awareness or a lack of understanding. We judge people who look different and those who talk or walk differently.

“Difference equals fear. As humans we fear the unknown. But there is nothing to fear. Some people learn in different ways, or take a bit longer to learn. There are pressures on companies to achieve targets, make more money and reach perfection of sorts. What’s needed is for people to take a step back and make and prioritise meaningful goals in terms of inclusion. Often, this is perceived as being a problem, as something negative, rather than enriching and progressive.” 

Advising that modern hiring tools can stand in the way of people with intellectual disabilities, she says: “The reliance by recruiters on high tech online tests and onboarding are just two ways in which many with intellectual disabilities and literacy needs are being left behind. These are barriers and must be recognised as such.” 

All workplaces should be inclusive but they are not. On this, Hennessy says: “One reason is that there is sometimes an apprehension that hiring someone with intellectual disability is a costly exercise and difficult to implement. It’s the exact opposite. Most of the time what’s needed is some flexibility and a willingness to think creatively about how a specific job can be carved to meet the skills and competencies of an individual.” 

 Henessy says that increasingly, workers are not prepared to stay with employers that value profit over inclusion. 

“They are demanding that companies live by their goals and they are seeking out the employers with inclusion and diversity policies. They know that workplaces need to reflect the communities we live in.”

 What does she say to employers who could but won’t hire people with intellectual disabilities? “It has never been more important to ensure that we include everyone and to avoid the exclusionist type of society that can be seen emerging in the US and the UK. We must endeavour to bring everyone along and not allow people to become excluded or disenfranchised.

“Everyone who wants to work, has a right to work with the correct support. Any business that could but chooses not to hire people with intellectual disabilities is not a place in which I would like to work, or where I would place a person into a job. Thankfully companies like that are in the minority.” 

In the life-enriching and important work that Hennessy does, she sees much that’s positive: Describing a recent Ability@Work employer networking event in Cork, she says: “It sold out and we had over one hundred employers in attendance. Companies here give us an amazing welcome. Over the years we have developed meaningful partnerships and some lovely friendships. 

"You will always find a person who has a personal experience of disability who is willing to work with us. We have some great laughs along the way. I think Cork is unique in this way. Cork people have an openness and a generosity of spirit, one that sees them willing to step up when asked to do so.” 

In Hennessy’s experience, companies are becoming more open to recruiting people with different abilities. “Those signing up for CSR charters tend to be committed to including people from a wide variety of backgrounds and circumstances.

“Unfortunately, we still come across barriers such as discrimination and stigma based on misinformation. Sometimes people make comments without realising how judgemental or discriminatory they are.” 

 Explaining that without experiencing the lived experience that people with disabilities endure every day, it’s difficult for most to comprehend what that can be like, she says: “Many are constantly being told 'You can’t do this',  'You are not good enough', 'You can’t make your own decisions',” and 'You don’t belong here'.” 

 What she describes is distressing indeed. But no matter what she becomes aware of in her work, the focus of this equality warrior remains firmly on the positive.

Discussing the Ability@Work mission to make Cork the inclusive capital of Ireland, she says: “Our overall aim is to make inclusion the norm in recruitment practices in Cork companies. Cork people like to be at the forefront as leaders in the country. They respond to Ability@Work with great enthusiasm and eagerness to help. Cork businesses have great affinity for Horizons, as a long-standing charity in the city for the past 67 years. Many families have personal connections with the organisation.” 

Looking forward, Hennessy says: “There may come a time when companies will be comfortable and competent enough in their recruitment practices that they will not need Ability@work. This will be a time when they are all open to offering opportunities and treating everyone exactly the same.”