It`s High Time we Embrace Disability Inclusive Employment In Workplaces

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The year 2022 has kicked off with gear 

As the entire world is reeling from the pandemic`s fickle economic conditions and perpetual social turmoil  Covid19 aftermaths. Economic sectors are swiftly re-opening up and employers are in a war for talent and a search for qualified staff. Amidst all this turmoil individuals with disabilities are now being recognized as a source of committed employees, but the major question employers keep on asking is “what can persons with disabilities do?

According to the World Report on Disability (2011), published by the World Bank, there are an estimated one billion persons with disabilities in the world. In Uganda alone 12.4% of the total population has a disability according to the 2014 population census. Despite these statistics, People with disabilities in developing countries still face barriers in accessing employment opportunities. Its high time employers tap into the potential of persons with disabilities for a better workforce.

A compelling business case for hiring persons with disabilities Starts by realizing the benefits.  According to an Accenture 2018 white paper on accessibility, Companies that succeed in incorporating candidates with disabilities have seen 28% higher revenue and two times higher net income. The immediate challenge Employers face in a bid to advance disability inclusion in the workplace understands where to start from.

If you are reading this article, you have already decided to go make disability inclusive employment a reality and now you yearn to give persons with disabilities. To achieve a mainstream workforce Employers will need to find out what jobs can persons with disability Do? and take into account the following guidelines which i call the 3Ds and 2Cs

What Jobs can Persons with Disabilities Do?

In my experience as a disability Inclusion specialist, this is one of the first questions that employers often ask about hiring persons with disabilities. They expect a list of jobs that persons with certain kinds of disabilities do. If you understand disability, you know that persons with disabilities work in all types of jobs in all sectors of the economy. What they can do depends on their abilities, experiences, training and the opportunities they are able to access. For some, it can also depend on the willingness of employers to make adjustments to the job or workplace so they can work. Such adjustments are referred to as reasonable accommodations.

DEVELOP A DISABILITY POLICY; It is important to determine a strategy regarding employment of persons with disabilities, including the consideration on which disability issues should be covered and how it can be linked to existing policies. In this process, you should consult with people with disabilities themselves and the organizations representing them. Then Come up with a recruitment policy to hire people with disabilities by targeting numbers of workers with disabilities establishing contacts with disabled people organizations and proceeding to a job analysis.

DO A JOB ANALYSIS; In order to assure effectiveness and productivity of workers with disabilities, it is important to conducts a job analysis. This will give valuable information to the person with disability and ensure them that they will perform the tasks in the best way. It will also assist the company in clarifying its needs and requirements for the vacant position. Conducting a job analysis will you to identify which tasks might be eliminated or modified from the initial job description to potentially make it more suitable for a person with a disability. If the company has never hired persons with impairment before, it is important to do this job analysis as seriously as possible.

DETERMINE A CLEAR JOB PROMOTION STRATEGY: When advertising vacancies, mention that positions are also available for persons with disabilities/ persons with disabilities are encouraged to apply for the job. When participating at events (job fairs, business meetings, buyers’ meetings) mention your willingness to hire persons with disabilities

CONDUCT DISABILITY AWARENESS TRAININGS; educating staff members on disabilities is an important step towards a more understanding of diversity and promoting non-discriminative workplace. This will not only lend benefits within the company but the whole society by transforming people’s mindsets and removing stigma and negative perceptions.  Provide Disability Awareness Training for All Staff in form of presentations, videos, and testimonies from persons with disabilities and some practical exercises are good ways to raise awareness.  This can be done by inviting members from professional bodies to help you train staff.

COLLABORATING WITH DISABLED PEOPLE ORGANIZATIONS: DPOs are organizations that are established by and for people with disabilities and committed in promoting rights of people with disabilities. DPOs can support you in various areas such as implementing a disability policy, Advise on accommodation for persons with disabilities at the workplace. Training of managers and workers on how to manage persons with disabilities, Training of persons with disabilities in order to fulfill job requirements, As well as advising the company in finding persons with disabilities willing to work.

 

Godfrey Nanyenya

A Disability Inclusion Specialist




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