on the Rights of Persons with Disabilities In May 2012, the UN Convention on the Rights of Persons with Disabilities was ratified. The document establishes the inadmissibility of discrimination on the basis of disability, including in employment. In addition, the amendments create a legal basis for significantly expanding opportunities to protect the rights of persons with disabilities, including in the administrative procedure and in court. The law defined specific obligations that all owners of facilities and service providers must fulfill to create conditions for disabled people equal to the rest. Workplace In 1990, the Americans with Disabilities Act was put in place to prohibit private employers, state and local government, employment agencies and labor unions from discrimination against qualified disabled people in job applications, when hiring, firing, advancement in workplace, compensation, training, and on other terms, conditions and privileges of employment. The U.S. Equal Employment Opportunity Commission (EEOC) plays a part in fighting against ableism by being responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. Similarly in the UK, the Equality Act 2010 was put in place and provides legislation that there should be no workplace discrimination. Under the act, all employers have a duty to make reasonable adjustments for their disabled employees to help them overcome any disadvantages resulting from the impairment. Failure to carry out reasonable adjustment amounts to disability discrimination. Employers and managers are often concerned about the potential cost associated with providing accommodations to employees with disabilities. However, many accommodations have a cost of $0 (59% in a survey of employers conducted by the Job Accommodation Network (JAN)), and accommodation costs may be offset by the savings associated with employing people with disabilities (higher performance, lower turnover costs). Moreover, organizational interventions that support workplace inclusion of the most vulnerable, such as neurodivergent individuals, are likely to benefit all employees. Healthcare Ableism is prevalent in the many different divisions of healthcare, whether that be in prison systems, the legal or policy side of healthcare, and clinical settings. The following subsections will explore the ways in which ableism makes its way into these areas of focus through the inaccessibility of appropriate medical treatment. Clinical settings Just as in every other facet of life,