The inclusion of persons with disabilities in the workplace remains a significant challenge despite legal safeguards and growing awareness about diversity and human rights. From the perspective of disability studies and occupational health, the barriers to inclusion are not merely individual limitations but are deeply rooted in social structures, institutional practices, workplace design, and attitudes. Disability studies emphasize the social model of disability, which locates disability not solely within the body but in the interaction between individuals and disabling environments. Occupational health, on the other hand, examines how work environments affect physical and mental well-being. Together, these perspectives reveal that exclusion arises from systemic, environmental, organizational, and attitudinal obstacles rather than from disability itself. One of the major barriers is negative attitudes and stigma. Many employers and co-workers hold misconceptions that persons with disabilities are less productive, more prone to absenteeism, or costly to accommodate. These stereotypes are often reinforced by a medicalized understanding of disability that views impairment as a deficit. Such attitudes lead to discriminatory hiring practices, limited career advancement opportunities, and social isolation within the workplace. In some cases, persons with invisible disabilities, such as psychosocial or learning disabilities, face additional skepticism because their needs are not visibly apparent. This stigma can create hostile work environments that adversely affect mental health, self-esteem, and occupational performance. Another significant barrier is inaccessible physical infrastructure. Many workplaces are designed without considering universal design principles. Barriers such as stairs without ramps, narrow doorways, inaccessible restrooms, inadequate lighting, and poorly designed workstations prevent persons with mobility, visual, or sensory impairments from fully participating. Occupational