Oluwakemi Ade-Adeniji
Employment is a fundamental aspect of human rights, offering dignity, financial independence and a sense of purpose that makes a person valuable in society. The United Nations General Assembly (2015) made a declaration to this effect in the Universal Declaration of Human Rights (UDHR), where it overtly stated “everyone has the right to work, to free choice of employment, to just and favourable conditions of work and protection against unemployment”. It is of utmost importance for PWDS to be employed because disability has already made them socially isolated, and work is therefore believed to be a means of reducing this isolation.
PWDS in Nigeria face significant barriers to employment This is not peculiar to Nigeria alone, even though, like many other nations of the world, Nigeria has laws and policies to promote inclusivity, such as the Discrimination Against Persons with Disabilities (Prohibition) Act. Discrimination, lack of accessibility, and societal stigma often prevent them from finding meaningful work, and this prevents them from fully participating in the workforce. It is imperative that, as a nation, we begin to create an inclusive job market, one that embraces diversity and equal employment opportunities through harnessing all talents.
Creating a truly inclusive labor market is not just a moral obligation—it is an economic necessity. While it is okay to acknowledge some of the problems that businesses face, such as the ability to provide accommodation, lack of adequate infrastructure (due to inability of the government to produce one), there is also the deep seated negative societal attitude which has resulted in low quality education for this group of people. However, studies have shown that inclusive workplaces foster innovation, improve productivity, and drive economic growth.
By empowering persons with disabilities through skill development, accessible workplaces, and non-discriminatory hiring practices, Nigeria stands to gain a more diverse, innovative, and dynamic workforce.
Organisations need a highly diversified workforce to gain a competitive advantage or edge, which means having a workforce that offers a variety in terms of age, sex, race, religion and disabilities.
Due to the reasons which are well known to some extent, PWDs stand out as having low labour market recognition amongst all other groups. PWDS have been said to be the most highly untapped human resource because the world has refused to recognize their abilities and the value they can add.
In almost all nations of the world, both the developed and developing, data have shown that the employment rate for PWDS is significantly lower when compared with people with abilities. This confirms the need for actions and efforts to increase the participation and inclusion of PWDS in the labour market.
It may seem like a difficult task considering the different initiatives that we still need to put in place as a nation. But everything starts from having a policy backing. Review of writings on PWDS indicates that inclusion of this group in employment can be enhanced through policies and legislation formulated by the government, and on the second level by organisations.
On the part of the government, policies should be backed by ensuring that basic infrastructural and social amenities are provided. A policy for the inclusion of PWDS in employment would make them live a sustainable life while contributing to the socio-economic development of the nation in terms of having a diverse workforce. So far, what policy has done is it has brought the issue into the knowledge of people, which is a move in the right direction.
The second level of inclusion is by organisations. Majorly, creating inclusivity at the organisational level require a culture change. This starts from workplace adaptation, where organisations adjust their operation according to the suitability of the PWD.
This can mean having a flexible working arrangement and changes of task to support the participation and inclusion of PWDS.
The other way is normalisation or familiarity with disability. This implies encouraging close contact with PWDS, ensuring that people with abilities are paired with them as buddies, making sure that there are interactions with other members of staff, and that they can learn from each other and learn about each other’s strengths and weaknesses.
Organisations should have inclusive practices that make PWDS comfortable and acceptable to derive great advantage from working with them.
It is important to conclude on the role of top management in organisations. Their support, as well as their influence, will effectively create an environment for PWDS to work in the organisation. Research conducted in India showed that top management commitment is one of the factors affecting the inclusion of PWDS in the workplace. Knowing that they have the commitment and support of top management, PWDS will likely develop the confidence needed to carry out their jobs successfully in the organisation.
Lastly, the role of Information Technology needs to be emphasized. One of the greatest benefits of our world today is the gift of information technology, which has brought automation of traditional manufacturing and industrial practices in the form of modern smart technology. The fourth industrial revolution, as it is known, is a gift of mankind that will increase the inclusion of PWDS in formal employment and improve their confidence.
With the introduction of worker assistance systems like sensorial aid, physical aid system and cognitive aid system, PWDS can function at an almost equal level as people with full abilities.
#Olukemi Ade-Adeniji(Ph.D) is an HR Consultant who is passionate about workplace inclusion
