Inclusive employment has gradually become an inevitable choice for workplaces to march towards sustainable development. From the global to the local, from the labour-intensive sectors to the tech-intensive sectors, we have witnessed different ways to achieve inclusive employment. All of them become the early birds because they realize the huge benefit brought by inclusive employment. Improving employee relations, reducing disability insurance, popularizing barrier-free facilities and establishing a responsible brand image appeals to more and more enterprises joining the queue of recruiting PwDs. Many of which have also encountered challenges——no PwDs who are capable and have a strong willingness to work come to them. They found nothing but a batch of disability certificates. Meanwhile, we notice PwDs are fell in a various dilemma. How can they hunt jobs already rare on a unfriendly platform? "burdens" “1/2 human” and other kinds of stereotypes jail them in a vicious circle of poverty. It takes days for each PwD to post a resume on the existing recruitment platforms on average. "Reading" information, understanding the procedure and selecting positions will cost them much more hours than others. Some of them give up on this burdensome procedure. What about those post successfully but panting? According to in-depth interviews with 50 PwD, approximately 5% of them get the chance for interviews, only 3% gain probation opportunities. Only 1% can get an official offer after the probation.

How many PwD get enough luck like them?  In China, 11% only. We still get a thousand miles to go, join us, create a inclusive workplace.