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This Article focuses on the challenges of designing such effective, culturally sensitive mediation and conciliation programs to resolve global workplace discrimination against individuals with disabilities. Part One explains the CRPD and its mandates, focusing on its workplace imperatives. Part Two illustrates the scope and magnitude of the discrimination through harrowing statistics. Part Three highlights how Supporting States must address the gap, in all its cultural variants, between the global, public support for the CRPD and the more private societal and personal biases towards individuals with disabilities. Part Four offers the ideological, functional, and cultural considerations to be incorporated when adapting responsive mediation, conciliation, or any facilitated negotiation forums to mediate workplace disputes arising out of the CRPD. Part Five concludes with a summary of the salient points Supporting States need to address to help make the CRPD’s aspiration a meaningful reality.



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