From bias to belonging: Gen Z and gendered pathways to disability inclusion

Abstract

Orientation: Workplace inclusivity is increasingly prominent, yet Gen Z’s contribution to disability inclusion in small and medium enterprises (SMEs) within developing contexts remains underexplored.
Research purpose: This study aimed to examine Gen Z employees’ perceptions of inclusivity, the influence of gender-awareness on fairness, and organisational strategies supporting workers with disabilities.
Motivation for the study: Prior work prioritises large corporations and managerial views, overlooking generational differences and gender–disability intersections. Gaps are critical in Indonesia’s structural and cultural context.
Research approach/design and method: A qualitative design was used across Pontianak, Palangka Raya, and Bandar Lampung, combining semi-structured interviews, open-ended surveys, and document analysis on workers with disability, peers without disability, mentors, managers, and human resource (HR) officers. Data were thematically analysed (Braun & Clarke).
Main findings: Gen Z acted as agents of adaptation, using digital tools, basic sign language, and teamwork to bridge communication and mobility barriers. Fairness was gendered: women often faced over-assistance; men were pushed towards hyper-independence. Organisational efforts (flexible scheduling, awareness training, mentorship) helped, but inaccessible infrastructure (e.g. lack of ramps or lifts) remained a major constraint.
Practical/managerial implications: Institutionalise peer-level support, implement gender-sensitive HR practices, and prioritise infrastructural accessibility.
Contribution/value-add: This study integrates generational and gender perspectives into disability inclusion, offering actionable guidance for SMEs in resource-constrained settings to move from symbolic compliance to systemic equity.