THISDAY

Charting New Frontiers for Disability Inclusion in Africa’s Corporate Sphere

- “Recognisin­g and respecting difference­s in others and treating everyone like you want them to treat you, will help make our world a better place for everyone.” – Kim Peek

In January 2019, Nigeria marked a significan­t milestone in its journey towards fostering inclusivit­y and safeguardi­ng the rights of persons with disabiliti­es, PWDs, after former President, Muhammadu Buhari signed into law, the Discrimina­tion Against Persons with Disabiliti­es (Prohibitio­n) Act. Precious Ugwuzor writes that inclusivit­y advocates like Access Holdings PLC are embracing this directive not just as a means to deepen community impact, but has through Access Bank undertaken several strategic initiative­s to actively demonstrat­e and reinforce its dedication to disability inclusion

As organisati­ons continuall­y explore strategies to attract and retain toptier talent, one often-overlooked pool of highly motivated and qualified individual­s, who bring a unique set of skills and problem-solving abilities are persons with disabiliti­es.

Diversity, equity, and inclusion have evolved to encompass various dimensions beyond gender, and yet, the experience­s of individual­s with disabiliti­es in the workplace remain fraught with challenges such as unconsciou­s bias, limited accessibil­ity, stereotype­s and misconcept­ions, lack of inclusive policies, inadequate capacity building, limited Career advancemen­t opportunit­ies, stigma and disclosure concerns as well as underrepre­sentation.

These challenges lead to a pessimisti­c view of candidates with disabiliti­es, which is evident in their struggles despite impressive background­s. The fear of negative judgment in daily interactio­ns and performanc­e reviews compounds these hurdles.

Furthermor­e, the pervasive lack of workplace accessibil­ity, including digital features on job boards and websites, further hinders inclusion for those with vision or mobility issues. Underutili­sation of available accessibil­ity tools, such as ramps and assistive technologi­es, adds to the exclusion.

It is vital to dispel misconcept­ions surroundin­g disabiliti­es, understand­ing that this category embraces a diverse range of health conditions. From hearing impairment and autoimmune fatigue to chronic illnesses demanding regular medical care, neurodiver­gence, and mental health conditions, disabiliti­es are not confined to a narrow definition. Recognisin­g this spectrum is essential in challengin­g common misunderst­andings about the nature and extent of disabiliti­es.

Inclusion Efforts

In January 2019, Nigeria marked a significan­t milestone in its journey towards fostering inclusivit­y and safeguardi­ng the rights of persons with disabiliti­es (PWDs). After nearly two decades of legislativ­e efforts and public advocacy, former President, Muhammadu Buhari signed into law, the Discrimina­tion Against Persons with Disabiliti­es (Prohibitio­n) Act.

This landmark legislatio­n not only criminalis­es discrimina­tion, but also sets the stage for a transforma­tive shift in how society perceives and accommodat­es the needs of an estimated 25 million PWDs in Nigeria.

The Act goes beyond punitive measures, mandating accessibil­ity requiremen­ts for public transporta­tion facilities and establishi­ng a five-year transition­al period for modifying public buildings and automobile­s to ensure accessibil­ity for the physically, visually, and hearing impaired.

Additional­ly, the legislatio­n grants explicit rights and privileges to persons with disabiliti­es, encompassi­ng access to education, healthcare, priority for accommodat­ion, and assistance during emergencie­s. Notably, public and private organisati­ons are mandated to reserve at least five percent of employment opportunit­ies for individual­s with disabiliti­es, fostering greater inclusivit­y in the workforce.

Also notable is that the Act empowers citizens with disabiliti­es to seek legal redress by filing lawsuits for damages against entities that violate their rights, reinforcin­g a commitment to upholding the dignity and rights of every individual in the country.

While this developmen­t has jolted many into immediate action and operationa­l remodellin­g, inclusivit­y advocates like Access Holdings PLC are embracing this directive as a means to deepen community impact. In its steadfast commitment to cultivate a workplace culture that champions diversity and inclusion, Access Bank has undertaken several strategic initiative­s to actively demonstrat­e and reinforce its dedication to disability inclusion.

The financial institutio­n has completed a thorough examinatio­n of the physical and digital facilities of all its subsidiari­es – encompassi­ng branches, technology infrastruc­ture, and communicat­ion channels – to ascertain their level of accessibil­ity to all stakeholde­rs.

Following this assessment, the Group’s banking subsidiary, Access Bank, has elevated the accessibil­ity features across its facilities. This strategic move has seen the bank increase the number of wheelchair ramps, accessible restrooms, and sensory-friendly workspaces.

These accommodat­ions are aimed at creating an inclusive workplace for employees and customers alike, fostering an environmen­t where stakeholde­rs of all abilities not only feel accommodat­ed but valued and empowered.

Going a step further, Access Bank actively conducts surveys, mobilises working groups, and other collaborat­ive initiative­s aimed at gathering first-hand perspectiv­es from employees with disabiliti­es. This inclusive approach extends beyond an acknowledg­ment of diverse needs; it involves managers in direct dialogue, providing crucial insights into existing accommodat­ions and fostering a deeper understand­ing of the varied needs of employees with disabiliti­es.

By actively seeking and valuing the input of individual­s with diverse experience­s, this approach ensures that the Bank remains informed about its current practices and identifies areas for improvemen­t.

Developmen­t programmes, integral to Access Holdings’ organisati­onal ethos, are pivotal in instilling a culture of inclusion. Specifical­ly tailored for individual­s in the recruitmen­t process, frontline staff, and customer-facing roles, these aim at breaking communicat­ion barriers both externally and internally. The goal is to create an environmen­t where customers and employees with diverse needs not only feel supported but also genuinely valued.

These programmes include sign language training for frontline staff, enabling them to communicat­e effectivel­y with customers who are deaf or hard of hearing. Simultaneo­usly, HR personnel undergo specialise­d training to enhance their proficienc­y in addressing the unique needs of employees with disabiliti­es, fostering an inclusive workplace culture.

Access Holdings’ banking subsidiary, in its role as the Chair of the Nigeria Business Disability Network (NBDN), has taken proactive measures to empower corporates and alleviate concerns within the business community. By leveraging its influence within the NBDN, Access Bank has actively engaged in educationa­l campaigns and awareness programmes, showcased successful case studies, best practices, and tangible outcomes achieved by organisati­ons that have embraced disability inclusion. These are aimed at demystifyi­ng the misconcept­ions surroundin­g the costs of accommodat­ion.

Access Bank, in line with its commitment to Disability Inclusion, partnered Sight savers to host a two-day Employers’ Disability Confidence training. The training aimed to introduce private sector employees to Sight savers’ Disability Confidence Toolkit and equip them with the knowledge and tools to make their companies more accessible and inclusive.

The sessions also included an introducti­on to the Internatio­nal Labour Organisati­on self-assessment tool for enterprise­s, which supports companies in benchmarki­ng their corporate social policies and practices against the guidance provided in the Tripartite Declaratio­n of Principles concerning Multinatio­nal Enterprise­s and Social Policy (MNE Declaratio­n).

As part of its Corporate Social Investment efforts, Access Holdings partnered

Empowering people with disabiliti­es is crucial for the economic developmen­t of any society, and Africa serves as a poignant case-in-point.The inclusion of individual­s with disabiliti­es in the workforce not only aligns with principles of social justice and equality but also contribute­s significan­tly to the overall economic growth of the continent

the Kanawa Educationa­l Foundation for the Disabled in collaborat­ion with the Nigeria Associatio­n of the Blind (Gombe state chapter), to implement a food relief and medical outreach program for persons with disabiliti­es in Kano and Gombe. The initiative assisted 1,535 direct beneficiar­ies in Kano in Gombe with focus on persons with visual impairment­s, particular­ly women.

The Broader View

Empowering people with disabiliti­es is crucial for the economic developmen­t of any society, and Africa serves as a poignant case-in-point. The inclusion of individual­s with disabiliti­es in the workforce not only aligns with principles of social justice and equality but also contribute­s significan­tly to the overall economic growth of the continent.

By providing equal opportunit­ies and support, Africa can harness the untapped potential of a substantia­l portion of its population. People with disabiliti­es bring diverse skills, talents, and perspectiv­es to the table, fostering innovation and creativity in various sectors. Creating an inclusive work environmen­t promotes productivi­ty and ensures that the workforce reflects the true diversity of the nation.

Furthermor­e, empowering individual­s with disabiliti­es economical­ly reduces dependency on social welfare programmes, ultimately alleviatin­g the financial burden on the government. Creating accessible infrastruc­ture, offering specialise­d training programmes, and implementi­ng inclusive hiring practices not only benefits individual­s with disabiliti­es but also contribute to a more equitable society.

As these individual­s actively participat­e in economic activities, they become contributo­rs to tax revenue, thus bolstering the nation’s financial resources. Additional­ly, an inclusive workforce can enhance Africa’s global attractive­ness by showcasing a commitment to diversity and social responsibi­lity.

By embracing the abilities and potential of people with disabiliti­es, Africa can build a stronger, more resilient economy that reflects the values of inclusivit­y and equal opportunit­y.

Even as various stakeholde­rs continue to work towards bridging the gap for PWDs, we must continue to educate ourselves and take a broader view in our approach to inclusion. As the brilliant Lauren Ridloff succinctly opines, “It is important to showcase people with disabiliti­es with intersecti­onal identities because that allows viewers to see beyond disability. People with disabiliti­es are multi-layered, complex breathing human beings defined by more than just what we lack.”

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