Tips for making your organization Disability Inclusive

Introduction

Would you describe your workplace as a place where people with disabilities can easily find jobs, thrive in those roles, and access your services with ease? Unfortunately, not many organizations can answer affirmatively to this question. Many people and organizations do not consider people with disabilities as a group they should serve. Instead, they believe there are special workplaces, schools, or projects exclusively for them. But is this really true? I have been shocked to discover programs that have been running for over 20 years without enrolling a single person with a disability, established organizations where no one identifies as having a disability, and, even more shockingly, situations where answering 'yes' to the well-known yet often discriminatory 'Do you identify as having a disability?' question can completely ruin your chances of securing a position. People with disabilities, we need to talk—but not here. Please reach out.

Disability inclusion is for all types of organizations—NGOs, corporates, and SMEs alike—making it more important than ever in today's diverse world. Organizations have been slowly shifting towards inclusion, and yours cannot afford to remain behind. There is evidence that disability inclusion is beneficial to your organization, community, and people with disabilities.  Let’s explore what this means and how we can build more inclusive organizations.

What are Disability Inclusive Organizations?

Disability-inclusive organizations are those that actively work to create an environment where people with disabilities are treated equitably, respected, and provided with opportunities comparable to their peers without disabilities. This goes beyond stating that you welcome people with disabilities to ensuring that your organization puts in place the policies, structures, and culture that are inclusive allowing persons with disabilities to apply for jobs, participate in recruitment procedures, access your offices and services, and thrive within the workplace through equitable career development opportunities and inclusive workplace practices.

Disability inclusion is not about hiring people with disabilities out of pity or just to meet legal or donor requirements. It is about recognizing their skills, talents, and capacity to contribute meaningfully while creating workplaces that support their full productivity and potential.

Facts and figures

Did you know?

1. According to the World Bank, approximately one billion people, or 15% of the global population, experience some form of disability. 
2. Globally, employment for people with disabilities is low. In Kenya, the rate was estimated to be under 1%. Even those with appropriate skills faced challenges relating to the inaccessibility of information about job opportunities, and discriminatory practices in hiring and providing accommodations.   
3. Families of children with disabilities often face challenges in identifying and enrolling their children in appropriate schools. Those who are enrolled have to deal with inaccessible school infrastructure and a lack of accommodations in teaching practices.
4. However, many persons with disabilities who want to work face numerous barriers preventing them from doing so as they face many barriers.
5. Young people interested in the digital sector faced significant challenges in translating their skills and technical expertise into employment in the sector. They reported knowing of limited job opportunities that were difficult to secure or retain due to reasons including discriminatory practices and inability to access adequate assistive products.
6. ILO Stat (2023) noted stark disparities between persons with, and without disabilities in terms of accessing employment, education, and training. In a study conducted in Senegal, for instance,78% of young persons with disabilities are not in employment, education, or training (NEET), compared to only 33% of persons without disabilities. The study also noted significantly lower remuneration for people with disabilities.

Reasons for being a disability-inclusive organization

Making your organization inclusive is beneficial to your organization. Some of the benefits include: 

1. People with disabilities have proven to be productive in workplaces. Studies have shown that employees with disabilities tend to be more productive, more focused on work, and more loyal to the organization. A compelling business case exists for hiring and retaining persons with disabilities.  
2. Workplace morale and productivity of all employees often increase as people enjoy working in diverse groups that include people with disabilities. 
3. Consumers view companies that hire persons with disabilities positively and a majority might even change brands to support such companies.
4. Persons with disabilities deserve jobs, opportunities, and services like all the other members of society. Too often only their disability is seen and not their ability.
5. To meet legal and donor requirements. I believe this because it is fair to have a workplace reflect the society.

 Tips for inclusivity 

Here are a few tips to support your organization in adopting a disability-inclusive approach:

• Assess your current situation: Identify barriers that need addressing and gather insights into the experiences of people with disabilities seeking employment, procurement opportunities, or using your services. Involve organizations that represent people with disabilities. Your disability inclusion expert should assist in facilitating this exercise.
• Create disability awareness by building a shared understanding of disability inclusion and what it means to be a “disability-confident” employer. Partner with an organization for people with disabilities and/or NGOs in disability rights to conduct the training. This will help dispel myths and misconceptions that contribute to biases, hindering the full integration of people with disabilities. 
• Draft a disability inclusion strategy: Develop a clear plan for implementing disability inclusion. Disability inclusion is a journey rather than an immediate outcome. Involve organizations that represent people with disabilities when drafting this strategy.
•  Have a disability policy to demonstrate commitment to disability.
• Ensure that the top leadership of your organization is involved in championing disabilities. 
• Continuously engage stakeholders in disability inclusion throughout your decision-making processes and in creating solutions. Ensure that you provide reasonable accommodations to allow their participation in consultation meetings. Their needs and concerns should always be incorporated into your plans, projects, and services.

Conclusion

Disability inclusion goes beyond legal requirements or acts of charity; it is about recognizing people with disabilities’ capacity to work, contribute, and exercise their rights to fully participate in society. By creating inclusive workplaces, organizations ensure that people with disabilities can reach their full potential. Your organization, employees, and society at large all stand to benefit from prioritizing disability inclusion.

For more information on how to make your organization productive and inclusive, reach us at...

info@pointersglobal.org