An Article by Mutari Liman, 2025 EPLF Fellow
In any society that values equity, justice, and progress, employment opportunities must reflect the diversity of its people. Yet, in many government institutions, persons with disabilities remain significantly underrepresented, not because they lack talent or qualifications, but because structural barriers and misconceptions persist.
Government institutions should lead by example when it comes to inclusive hiring practices. These are the very institutions entrusted with creating policies that shape society. If they fail to reflect the populations they serve, particularly persons with disabilities, how can they truly address their needs?
Disability inclusive employment is not charity; it is about justice and tapping into a pool of capable, innovative individuals. Many persons with disabilities are educated, skilled, and eager to contribute meaningfully. However, recruitment processes are often inaccessible, workplaces lack reasonable accommodations, and societal attitudes continue to view disability through a lens of pity instead of potential.
The absence of persons with disabilities in government positions also has broader consequences. It limits the voice and visibility of a community that deserves representation in decision-making. When individuals with lived experience of disability participate in governance, policies are more likely to reflect inclusive education, accessible healthcare, disability friendly infrastructure, and equal opportunities.
There are already successful examples. In countries where disability quotas are enforced and accommodations are prioritized, governments have benefited from diverse perspectives, increased productivity, and improved public trust. These examples prove that inclusion is not only possible, it is beneficial.
Moreover, inclusive employment aligns with global frameworks such as the UN Convention on the Rights of Persons with Disabilities and the Sustainable Development Goals, particularly Goal 8: Decent Work for All. As signatories to these commitments, governments have both a moral and legal obligation to implement them.
But real change requires more than policy documents. It requires intentional action: adapting recruitment practices, providing workplace accommodations, raising awareness, and ensuring accountability. Governments must also collaborate with Disabled Persons’ Organizations (DPOs) to understand and address the barriers that prevent equal participation.
We must move from viewing persons with disabilities as recipients of support to recognizing them as active contributors to society. Employment is a powerful tool for empowerment, and when government institutions open their doors to everyone, regardless of ability, it sends a clear message: everyone belongs, and everyone can lead.
Kindly note that these are thoughts form our fellow.
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