Purpose This study aims to examine how agility and work–life support mediate the relationship between diversity, equity, inclusion and accessibility (DEIA) practices and job satisfaction among employees with disabilities (PwDs). Design/methodology/approach Using a quantitative approach, data were collected from 343 PwDs employed in Indonesia's private sector, where disability employment quotas are legally mandated. A structural equation modeling (SEM) technique was applied to test the hypothesized relationships. Findings The results reveal that all four DEIA dimensions indirectly influence job satisfaction through agility and work–life support. Among them, accessibility demonstrates the weakest effect, suggesting that unmet accessibility needs may constrain PwDs' adaptive capacity. Furthermore, inconsistent enforcement of disability employment policies limits the effectiveness of legal mandates in fostering genuine inclusion. Originality/value This study contributes to DEIA and disability employment literature by integrating stigma theory with organizational behavior perspectives. It underscores the importance of moving beyond formal compliance toward authentic DEIA implementation that cultivates agility, support and empowerment for PwDs.
Yuniawan et al. (Wed,) studied this question.