Fostering Inclusivity: Disability Awareness in the Workplace

October marks National Disability Employment Awareness Month, offering an opportunity to reflect on the importance of fostering inclusive, accessible, and supportive work environments for individuals with disabilities. In Africa, where cultural, infrastructural, and policy-related challenges persist, the focus on disability awareness and inclusivity in the workplace is particularly crucial. Afriqia is diving deep into the importance of disability awareness in workplaces, with a focus on invisible disabilities, and offering practical steps companies/ employers can take to foster inclusivity.

Why Disability Awareness Matters

Disability is diverse and should not be generalised. It can exist in many forms and differ from person to person. While much attention is often given to physical disabilities. Invisible disabilities- those that are not immediately apparent- are equally significant but can be easily overlooked. Invisible disabilities – such as mental health conditions, learning disorders, chronic illnesses, and neurological disorders- are particularly challenging because they are not immediately apparent. As a result, individuals living with these conditions often face unique challenges, stigma, misunderstanding, and limited accommodations in the workplace.

 

 

According to the World Health Organisation (WHO), an estimated 1.3 billion of the world’s population live with some form of disability. This represents 16% of the world’s population, or 1 in 6 of us. In sub-Saharan Africa, about 80 million of people (WHO & World Bank, 2011) live with disabilities, many of whom face barriers to accessing employment and career progression. In Sierra Leone, an estimated 93,129 persons nationwide have a disability, including, the blind and visually impaired, the hearing impaired, amputees, and persons with polio (Sierra Leone 2015 Population and Housing Census Thematic Report on Disability- Statistics Sierra Leone (SSL) October 2017). These barriers stem not only from physical inaccessibility but also from outdated policies, societal attitudes, lack of awareness and understanding about the needs and potential of the individuals, as well as inadequate support structures for people with disabilities.

Breaking Barriers: The African Context

In many parts of Africa, discussions about disabilities, particularly mental health and chronic conditions are still heavily stigmatised, often due to cultural beliefs or a lack of awareness. For instance, people with mental illness in Nigeria are killed as part of ritual practices because of certain beliefs (Etiyaibo, 2016). Culture/ society treats disability as a tragedy or charity case, all rooted in pity preventing employees with disability from being seen as peers or equals in the workplace. As a result, employees with invisible disabilities may be reluctant to disclose their conditions, fearing social or professional repercussions. This silence can further exacerbate feelings of isolation and make it harder for individuals to access the support they need. 

In many African countries, legislation related to disability rights exists, but enforcement is often weak. In March 2011, the Parliament of Sierra Leone enacted the People with Disability Act (PwDA), seeking to prohibit discrimination against persons with disabilities and achieve equal opportunities. In practice, many workplaces still struggle with implementing inclusive policies. Moreover, many employers and colleagues lack the awareness necessary to create a supportive environment for employees with invisible disabilities. For example, In Sierra Leone, the National Commission for Persons with Disabilities reports that a significant number of individuals with disabilities, particularly those with less visible impairments, remain underemployed or unemployed due to limited awareness and accommodations in workplaces

Employers have a responsibility to challenge these barriers and model the behaviour they want to see by implementing inclusive policies, training programs and actively promoting disability awareness in the workplace, especially around conditions that are not physically visible. In the long run, inclusive workplaces benefit both employers and employees, enhancing productivity, morale, and loyalty.

The Role of Employers in Building an Inclusive Workplace.

Disability awareness in the workplace isn’t just about compliance with laws or similar regulations worldwide; it’s about creating a culture where every individual feels valued and respected.  

Employees with disabilities bring unique skills, perspectives, and talents that enrich organisations, drive innovation, and foster creativity.

It took the COVID-19 pandemic for the world to realise that it was possible! On March 11, 2020, the World Health Organisation (WHO) officially declared COVID-19 a global pandemic, which profoundly affected many aspects of society, including the workplace. While some legislations and organisations already had inclusive provisions and accommodations in place for employees with disabilities (well done!), the adjustments brought by the pandemic- such as remote working and flexible hours- are the very changes that people with disabilities have been requesting and advocating for as workplace accommodations for decades.

Afriqia’s Role in Championing Inclusion

Afriqia HR Solutions has long recognised the need for inclusive practices that cater to a wide range of abilities. Our experience in developing and delivering training for diverse participants including those with disabilities, highlights our commitment to supporting and advocating accessibility for all. For instance, in one of our notable projects delivered in partnership with CRAFT HR under The Skills Development Fund (SDF), we developed and delivered training on Entrepreneurship, designed to cater for the needs of blind and visually impaired participants. Our accommodations included printing in braille and working with institutions such as Milton Margai School for the Blind to ensure access to the appropriate knowledge and technical support to ensure an inclusive learning space.

Similarly, we have worked with hearing impaired participants during our delivery of Generation Unlimited Bootcamp as part of a DSTI/UNICEF led initiative. We were also very excited when working alongside Sierra Leone Brewery Limited’s HR as their Diversity, Equity and Inclusion (DEI) partner as we rolled out Heineken’s Inclusive Practices training across the team as a whole. 

At Afriqia, we approach the larger conversation around DEI, within our team and in support of our clients, with a strategic and structured framework that goes beyond surface level initiatives.

Some of the key approaches we embed in our client solutions include:

  • Support in the development of DEI strategies that are aligned with the company’s mission, vision and values to ensure that DEI is integrated into the broader business strategy. 
  • Ensure data driven insights by conducting thorough data collection and analysis to be clear on the DEI gaps and identify measurable goals for improvement. We offer Gender Audits, Disability Inclusion Audits, Pay Equity Audits, Diversity Audits (inclusive of workforce demographics analysis and diverse talent pipeline review), and Leadership and Decision-Making Audits.
  • Ensuring inclusive recruitment and retention practices through our bias free hiring methodologies under our recruitment pillar. 
  • Developing and delivering DEI Trainings that go beyond one-off sessions. These include unconscious bias training and helping organisations understand and respect the dynamics of their workforce with a focus on fostering an environment that values diverse perspectives and experiences. 
  • Ensuring equity centred policy development with a focus on inclusive policies. This includes auditing and revising policies to ensure they promote equity whilst establishing clear, safe channels for reporting bias, discrimination or harassment. 

 

Internally we have been very intentional about implementing inclusive work practices, such as remote working options and flexible hours, which support both staff and clients who may have unique needs. Furthermore, we have supported/ encouraged our very own staff to attend workshops/ learnings/ seminars designed to address/ discuss mental health awareness and strategies for the workplace, helping them identify when they may need support/ rest/ accommodation. Outside the workplace, we have made provisions for health and wellbeing packages/ initiatives for our staff to take part in, a key to unlocking their full potential. 

As such, workplaces and employers should rethink accessibility and accommodations, designing environments with disability and accessibility in mind. By doing so, they are creating inclusive spaces that benefit not only current employees but also future staff, clients, and customers who may require these accommodations. This can be through

  • Accessible Workspaces:

    One of the most visible ways to foster inclusivity is to ensure that physical and virtual workspaces are accessible to everyone. This includes providing wheelchair access and adaptive equipment. While it is important to ensure that workspaces are physically accessible, there must also be an emphasis on accommodating invisible disabilities. This can include offering quiet spaces for employees with sensory sensitivities, ensuring mental health support is available, and providing flexibility for those managing chronic health conditions.

  • Policy Development and Implementation:

    Organisations should develop clear policies that promote the recruitment, retention, and advancement of employees with disabilities. These policies should go beyond legal compliance to include proactive initiatives that create a supportive environment. Policies related to reasonable accommodations, flexible working arrangements, and equal opportunities for promotions are key to supporting employees with disabilities.

  • Training and Awareness:

    Disability awareness training for all employees, including leadership, is essential for creating an inclusive culture. Training can help dispel myths, reduce biases, and promote empathy towards employees with disabilities. It is important to highlight that disabilities can be visible or invisible, temporary or permanent, and that everyone has a role in fostering inclusion.

  • Accommodating Diverse Needs:

    Providing reasonable accommodations is critical for ensuring that employees with disabilities can perform their roles effectively. Accommodations may include adaptive technologies, modified work schedules, or even changes in job duties. Employers should engage in open communication with employees to understand their specific needs and work together to find solutions that allow them to thrive.

  • Promoting Equal Opportunities:

    Companies should ensure that employees with disabilities have equal access to career development opportunities, such as mentorship programs, leadership training, and promotions. When employees feel that their talents are recognised and valued, they are more likely to remain engaged and committed to their organisation.

How Colleagues Can Help

  1. Be Mindful of Hidden Challenges: Colleagues should recognise that not all disabilities are visible. Being sensitive to signs of fatigue, stress, or difficulty concentrating can help foster a supportive team environment. Instead of making assumptions, they can ask how they can support their coworkers and avoid pressuring them into situations that exacerbate their conditions.
  2. Avoid Stigmatising or Judging: In many African cultures, mental health issues or chronic illnesses may be misunderstood, leading to harmful stereotypes. Colleagues should refrain from making judgmental comments about an employee’s performance or attendance. Instead, offering encouragement and understanding can make a significant difference to someone living with an invisible disability.
  3. Encourage Communication and Team Spirit: Open communication is key. Colleagues can help by promoting an inclusive team dynamic where everyone feels comfortable sharing their needs. Simple gestures, such as checking in with a coworker who appears overwhelmed or offering to share tasks, can alleviate the burden of someone dealing with an invisible disability.

The Business Case for Inclusivity

Inclusive workplaces do not just benefit employees- they strengthen organisations. Research shows that diversity in the workforce leads to better problem-solving, innovation, and overall performance. For businesses in Africa, where economic growth is vital, tapping into the potential of every employee, regardless of ability, can be a game-changer.

At Afriqia, our experience has shown that providing the necessary tools and accommodations for employees with disabilities not only fosters a positive work environment but also enhances productivity and loyalty. Employees who feel supported are more likely to be engaged, motivated, and loyal to their organisations. By making reasonable accommodations and creating a supportive culture, businesses can retain top talent and foster a diverse workforce that drives success. Additionally, companies that champion inclusivity enhance their reputation as progressive employers. This can attract skilled professionals who seek organisations that value diversity, equity, and inclusion.

Conclusion

Disability Awareness Month serves as a powerful reminder that inclusivity is an ongoing effort. Through awareness, understanding, and practical support, workplaces can become spaces where every employee- regardless of their abilities- can thrive and contribute meaningfully.

Through our work at Afriqia, we are proud to lead by example, ensuring that inclusivity is not just a checkbox but a core part of who we are. Let us use this moment to reflect, learn, and continue pushing for a future where every employee’s potential is fully realised. Disabilities may not be seen, but they are deeply felt.

References

  1. Cucinotta D, Vanelli M. WHO declares COVID-19 a pandemic. Acta Bio Medica: Atenei Parmensis. (2020) ;91: (1):157
  2. Etieyibo, E., & Omiegbe, O. (2016). Religion, culture, and discrimination against persons with disabilities in Nigeria. African Journal of disability, 5(1),6. https://doi.org/10.4102/AJOD.V5I1.192
  3. Sierra Leone 2015 Population and Housing Census Thematic Report on Disability- Statistics Sierra Leone (SSL) October 2017
  4. World Health Organisation & World Bank. (2011). World report on disability 2011. World Health Organisation. https://apps.who.int/iris/handle/10665/44575
  5. https://www.inc.com/sarah-lynch/one-third-workers-disabilities-experience-workplace-discrimination.html