Employment barriers for people with disabilities in Saudi Arabia.
Saudi employers skip disabled applicants mainly because they don’t know what help is available, not because they expect trouble.
01Research in Context
What this study did
The team asked 86 Saudi bosses and HR staff what stops them hiring people with disabilities.
They used a short written survey. Questions covered knowledge, attitudes, and company traits.
What they found
The top barrier was not knowing what supports exist or how to use them.
Fear of work disruption ranked low. Older firms, sites already hiring disabled staff, and Mowaamah-certified companies saw fewer barriers.
How this fits with other research
Saré et al. (2020) extend these findings. They gave autistic adults 15 weeks of social-skills coaching and a large share landed jobs within six months. Together the papers show: employers need facts, workers need skills.
Jackson et al. (2025) asked Saudi special-ed teachers about the same country’s vocational classes. Teachers said lessons lack hands-on tasks. The two surveys line up: both point to weak practical training on each side of the hiring desk.
Chansa-Kabali et al. (2019) argue we should ask autistic adults what jobs they like. Cissne et al. (2026) show bosses rarely know such supports exist. Pairing preference assessments with employer briefings could close the gap.
Why it matters
You can open a job site faster by teaching bosses than by changing the worker. Bring a one-page sheet that lists free Saudi supports: Mowaamah certification steps, job-coach funding, and on-site accommodation ideas. Schedule a 20-minute lunch-and-learn with HR. Small knowledge shots beat big attitude campaigns.
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02At a glance
03Original abstract
People with disabilities (PWDs) encounter numerous barriers that hinder their access to employment. This study examined perceived barriers related to (a) human resource (HR) practices and legislation, (b) employers' and employees' perceptions, and (c) workplace accommodations in Saudi Arabia. The study also investigated whether perceived barriers differed according to institutional characteristics, including employment sector, institutional age, public versus private status, current employment of PWDs, and Mowaamah certification status. Data were collected through a survey completed by employers and HR professionals (n = 86) across various regions of Saudi Arabia. The findings indicated that the most significant barriers were limited knowledge regarding how to provide appropriate assistance and resources to PWDs, as well as a shortage of PWDs applying for available positions. Conversely, the least significant barrier was the perception that PWDs cause disruptions in the workplace. Group comparisons revealed that perceived barriers were higher in newer institutions than in older ones, higher in institutions that did not currently employ PWDs, and lower in institutions that had obtained Mowaamah certification. These findings highlight the need for increased awareness of employment barriers facing PWDs. The study also identifies directions for future research, including the use of qualitative and mixed-methods approaches to further understand and address barriers to employing PWDs in Saudi Arabia.
Research in developmental disabilities, 2026 · doi:10.1016/j.ridd.2026.105231