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
“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
As organisations continually explore strategies to attract and retain top-tier 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 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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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
