Persons Living with Disabilities in Nigerian Workspaces: Call for Inclusion

By: Odife Amarachi Favour

According to a December 2023 report by the World Health Organisation (WHO), an estimated 35.1 million people are living with disabilities in Nigeria. A more recent report by the same organisation stated that 1.3 billion people in the world, live with one disability or the other. That’s a staggering 1 in 6 people on this earth. One would think that with the high number of PwDs around us, people would have learned to live with and appreciate them as they do everyone else, but that is not the case.

 In Nigeria, persons with disabilities (PWDs) face numerous challenges, including stigma, discrimination, and limited access to education and healthcare. One of the most pressing issues is their significant underrepresentation in the workforce, particularly in sectors such as banking and finance, education, and other office spaces. According to the World Bank, unemployment rates among PwDs are almost double that of the general population, due to attitudinal, mobility-related, technological and physical barriers. This exclusion perpetuates societal inequities and hinders Nigeria’s economic and social development. Hence, this article explores the barriers to representation for PwDs in Nigerian workspaces and offers recommendations for fostering a more inclusive society.

Understanding Disability in Nigeria

Disability is a complex and multifaceted concept. According to the Discrimination Against Persons With Disabilities (Prohibition) Act 2018, disability encompasses a wide range of physical, sensory, intellectual, and mental impairments that may hinder an individual’s full and effective participation in society on an equal basis with others. The prevalence of disability in Nigeria is significant. If there are 232.6m people in Nigeria, and 35.1m are living with some form of disability, it inherently means that one in 15 of us, falls under the category of PwDs. Unfortunately, cultural and societal attitudes towards disability in Nigeria often perpetuate stigma and discrimination, further marginalising them.

Barriers to Representation

Although Section 28 (1) of the Act stipulates that a person with a disability has the right to work on an equal basis with others, PwDs still encounter numerous barriers to representation in Nigerian workspaces. Physical accessibility challenges, such as the lack of ramps, elevators, and accessible restrooms, prevent many PwDs from accessing and participating in the workplace. Moreover, many organisations lack specialised training for staff to interact with and support colleagues with disabilities. 

Discrimination and prejudice in hiring and promotion practices also contribute to the underrepresentation of PwDs. Many employers hold negative stereotypes about the abilities of PwDs and are reluctant to hire or promote them. Maybe this is due to a lack of awareness, but, section 29 of the Act stipulates that all employers of labour in public organisations shall, as much as possible, have persons with disabilities constituting at least five per cent of their employment.

Impact of Underrepresentation

The underrepresentation of PwDs in Nigerian workspaces has far-reaching consequences. It perpetuates economic disadvantage and poverty, as PwDs are more likely to be unemployed or underemployed. Social isolation and marginalisation are also common, as PwDs may face exclusion from social and professional networks. Some of them are even treated as charity cases, whereas, they could contribute much more to the community if given the needed support.

Furthermore, limited access to healthcare and other essential services can exacerbate existing health conditions and create new ones. The cumulative effect of these challenges can have a significant negative impact on the mental health and well-being of PwDs.

Efforts to Promote Inclusion

Despite these challenges, there have been some efforts to promote disability inclusion in Nigeria. The former president Muhammadu Buhari-led government signed the 2018 Act in January 2019 after much advocacy by members of the PwD community.

The Act sought to eliminate employment discrimination, provide access to public buildings within five years, foster inclusive education, and guarantee employment by reserving five per cent of the employment quota for PwDs in all public organisations. It also established the National Commission for Persons with Disabilities (NCPWD) to oversee the prevention of discrimination against persons with disabilities and to ensure disability inclusion across all sectors.

According to Premium Times, an official explained that the Act stipulates a five-year transitional period for public buildings and structures to become accessible and usable for PwDs, which means that the law cannot be reasonably enforced within this period. The enforcement was only expected to start in January 2024. It has been five years now, and the legislation has had very little impact on the lives of those it was meant to alleviate.

On the other hand, the Lagos State Government had earlier in 2011, enacted its Lagos State Special People’s Law, but the situation is not much different than it is elsewhere in the country. Additionally, some private sector companies have pledged to comply with the provisions of the disability laws, especially in providing five per cent employment opportunities for PwDs. These efforts, while commendable, are not 100% sufficient to address the systemic barriers faced by PwDs.

Recommendations

To create a more inclusive society for PwDs in Nigeria, a multi-pronged approach is needed as all hands need to be on deck. The government should strengthen existing policies and legislation to ensure equal opportunities in education, employment, and other sectors. This includes widespread awareness first for all PwDs on their rights, and then the general public. The government should also enforce accessibility standards, provide incentives for employers to hire PwDs, and invest in vocational training and skills development programs.

The private sector which is our focus for this article can do so much more than just pledge. There are other practical steps employers can take to ensure their workplace accommodates individuals with disabilities, enhancing productivity, morale, and the overall company culture. As culled from the Institute of Government & Public Policy, employers should commit to diversity through policies and training. 

Job postings should be inclusive, avoiding unnecessary requirements. Reasonable adjustments like flexible work arrangements and assistive technologies should be provided. Physical accessibility in buildings and facilities is crucial. Regular policy reviews ensure compliance and effectiveness. Open communication about disability needs, including mental health, should be encouraged. This creates a supportive environment where everyone feels valued and respected. 

Furthermore, NGOs and civil society organisations should continue to advocate for the rights of PWDs, raise awareness about disability issues, and provide support services to PWDs and their families. Individuals and communities can also play a role in promoting inclusion by challenging negative attitudes and stereotypes about disability, supporting PWDs in their communities, and advocating for their rights.

Conclusion

The underrepresentation of PwDs in Nigerian workspaces is a pressing issue that requires urgent attention. By addressing the barriers to representation and promoting inclusion, Nigeria can unlock the full potential of its citizens and create a more equitable and prosperous society for all. It is time to recognise the value and contributions of PwDs and ensure they have equal opportunities to participate in all aspects of life, especially in the workplace. In the words of a wise man named, Khang Kijarro Nguyen, “Abled does not mean enabled. Disabled does not mean less abled.”