Disability quota policies have emerged as a central instrument for advancing labor market inclusion of persons with disabilities. Rooted in broader diversity and equity frameworks, quotas mandate that a proportion of jobs be reserved for disadvantaged groups, addressing the persistent disability employment gap that remains largely driven by discrimination and structural barriers. While models of disability ranging from medical to social have shaped policy debates, the heterogeneity of disability underscores the need for context-sensitive approaches rather than uniform solutions. Globally, countries have adopted varying strategies; Europe enforces well-established quota systems with penalties for noncompliance, Asia employs a mix of strict enforcement and levy schemes, the Americas show contrasts between anti-discrimination legislation and strict quotas, and other regions struggle with enforcement. Evidence suggests that disability inclusion delivers business benefits, including enhanced profitability and reputation, but challenges such as educational disparities and weak compliance frameworks limit progress. Strengthening quota policies requires robust enforcement, monitoring, and the use of quota-levy mechanisms to fund training and accommodations. Ultimately, disability quotas are most effective when integrated with broader strategies that combine incentives, inclusive workplace practices, and international cooperation, ensuring that inclusion functions as both a driver of equity and a source of sustained organizational value.