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Based on the nursing occupation within the UK and The Netherlands' health sectors, which are both highly regulated with policies to increase inclusiveness, the purpose of this paper is to investigate the interplay between employment conditions and policy measures at sectoral level, in order to identify how these both facilitate and limit employment participation for disabled workers.

The research was exploratory in character using qualitative and comparative methods within a case study approach. It draws on statistical data, document analysis, focus group discussion and interviews with key actors in the health sectors in both countries.

Whether the social or medical model predominates, their combined use encourages the employment of disabled persons in the health sector. Arguably the social model, focusing on structural changes, can be seen as more enabling. The Dutch comparison shows that encouraging a sector‐specific approach, with increased social partnership dialogue, facilitates the implementation of the social model, resulting in sectorally‐appropriate enabling measures.

This research highlights the need for a sector‐specific approach to disability policy, with development of sectoral monitoring data and evaluation of impact by the social partners.

While previous academic research focused on the aggregated (national) level only, this research investigates the interplay between training, employment, working conditions and policy measures at sectoral and occupational levels, with a view to identifying their influence on employment opportunities for persons with disabilities.

The purpose of this paper is to evaluate the role flexible work arrangements (FWA) play in diversity policies, and the reasons for/barriers to their implementation.

Based on qualitative case study research in four large multinational service companies. Primary data were collected through senior and line-manager interviews and questionnaires.

The research shows FWA are an integral part of diversity implementation but organisational imperatives, particularly management concerns about client interaction, constrain the acceptance of FWA and therefore restrict their impact as a means to greater diversity. As FWA have different effects (being available “remotely” vs not being available) their acceptability is not inclusive, but dependent on job character and level.

Further research is needed on the difficulties of implementing FWA and, particularly, its impact on career progression. The prioritisation of business imperatives over social arguments, such as client needs and staff availability, with its impact on the acceptability of FWA and hence ultimate enhancement of diversity deserves more attention.

This paper shows that company discourse with its unambiguous business focus highlights the shortcomings of relying upon FWA to bring about a changed climate for diversity.

Importantly issues are explored which have not featured significantly in the literature to date, especially the role of clients/customers and differences in the effect of FWA as elements in managerial perspectives on the acceptability of FWA, which can act as constraints to its use for diversity enhancement.