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Assistive Technology: what’s missing and why aren’t we there already?

BOTHELO, Fernando (UNICEF)
September 2023

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A short talk given in the Disability Innovation Summit: Inclusive Interactions conference organised by the GDI hub on 13 Sept 2023

 

The importance of making accessibility a reality by default is highlighted in the context of business development. Long and short term economics are talked about. Internships and flexibility in job descriptions are highlighted. 

Capability-sensitive principles for assistive technology to support young graduates with disabilities in Bangladesh and Kenya into employment

MORRIS, Lisa-Dione
ALGHAIB, Ola Abu
NORTHRIDGE, James
July 2022

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Owing to increased inclusion of young people with disabilities into the private sector in Bangladesh and Kenya, there is an urgent need to find alternative ways to support young graduates with a disability in the workplace with assistive technology solutions. The aim of the paper is to identify barriers for private workplace sectors to use assistive technology to support young graduates seeking, maintaining and retaining employment. This qualitative study adopted the research onion design of Saunders et al. Data were collected usinginterviews and focus group discussions and analysed using thematic analysis. The findings reveal that barriers are linked to seven key person-centred capability themes: the dream, external factors, internal factors, assistive technology vision,strategic design priorities and gaps and assistive actions.

 

Journal of International Development, Volume 34, No. 5

Inclusive Workplaces Toolkit

Inclusion International
June 2022

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The Inclusive Workplaces toolkit shows employers how to make their workplaces inclusive of people with intellectual disabilities. It includes clear guidance on taking action for accessible recruitment, hiring, communication at work, organisational policies, and more, and includes templates and useful resources for employers to implement in their workplaces.

Through the Inclusion Works project, Inclusion International asked employers what help and information they needed to make their workplaces more inclusive. Employers told us that they needed tools and resources to ensure that they would have the knowledge and information to deliver good support to people with intellectual disabilities in their workplace.

People with intellectual disabilities told us what employers need to do differently to make their workplaces more inclusive. The Inclusive Workplaces guide builds on these recommendations and call for inclusion from self-advocates to create a practical tool for employers on how they can take action to create workplaces that are fully inclusive of people with intellectual disabilities.

Labour Market Assessment: Pakistan 2022

GLOW Consultants
May 2022

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This labour marker assessment has identified how the Pakistan market works and the possible entry points, so that youth with disabilities, are included in the benefits of growth and economic development. Initially the report focuses on analysing the macro-economic indicators and the sectoral contribution to GDP, followed by evaluation of labour market data, in order to identify employment rates and employment propensity of sectors and sub-sectors and to identify sectors with highest absorptive capacity. Priority subsectors were selected on the basis of the employment rate, GDP contribution and government prioritization. Value chain analysis of the selected priority subsectors was conducted to analyse possible entry point for people with disabilities in various stages of the value chain by identifying required skills and education. Subsequently, education stocks and flows were analysed to assess whether the demand of skills was coherent with the supply of skills. Existing systems were reviewed to assess the inclusion of people with disabilities in government initiatives and programmes. Likewise, government-formulated polices and legislation were appraised to understand their contribution in improving lives and safeguarding the rights of people with disabilities, followed by analyses of existing labour market information systems. Shortcomings and limitations in policies were identified, emerging issues were highlighted, and recommendations were provided to improve implementation of existing policies.

Lives turned upside down in COVID-19 times: exploring disabled people's experiences in 5 low-and-middle income countries using narrative interviews

WICKENDEN, Mary
SHAW, Jackie
THOMPSON, Stephen
ROHWERDER, Brigitte
2021

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This article explores COVID-19 related experiences of disabled people in Bangladesh, Kenya, Nigeria, Nepal and Uganda. Narrative interviews generated storied responses, focussing on respondents' priorities, which enabled us to hear what was most significant for them and their families. 143 interviews were conducted online or by phone by 7 local researchers (3 disabled), with appropriate inclusive support. Nearly everyone was interviewed twice to capture the progression of impacts over time. The data was analysed thematically through a virtual participatory approach. An overarching 'subjective' theme of feelings experienced by the participants was labelled 'destabilisation, disorientation and uncertainty'. We also identified 'concrete' or material impacts. People experienced various dilemmas such as choosing between securing food and keeping safe, and tensions between receiving support and feeling increased vulnerability or dependence, with interplay between the emotions of fear, loss and hope. We found both the concept of liminality and grief models productive in understanding the progression of participants' experiences. Disabled people reported the same feelings, difficulties and impacts as others, reported in other literature, but often their pre-existing disadvantages have been exacerbated by the pandemic, including poverty, gender and impairment related stresses and discrimination, inaccessible services or relief, and exclusion from government initiatives.

Labour Market Assessment: Bangladesh 2021 refresh

INCLUSIVE FUTURES
BROWN, SIMON
August 2021

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This Labour Market Assessment for Bangladesh is a refresh of the initial assessments done in 2019 for the Inclusion Works programme. The assessment adopts a Markets for Poor (M4P) approach to mapping demand for and supply of labour, supporting functions and regulatory frameworks; recognising that labour markets conditions will have evolved since 2019, especially in light of COVID-19. The perspectives of jobseekers, employers, and organisations of persons with disabilities (OPDs) are also included in this analysis. The report provides insights into market changes and recommendations to enable Inclusion Works programming to adapt and be more effective in their interventions.

Labour Market Assessment: Kenya 2021 refresh

INCLUSIVE FUTURES
BROWN, SIMON
OBOSI, Shikuku
August 2021

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This Labour Market Assessment for Kenya is a refresh of the initial assessments done in 2019 for the Inclusion Works programme. The assessment adopts a Markets for Poor (M4P) approach to mapping demand for and supply of labour, supporting functions and regulatory frameworks; recognising that labour markets conditions will have evolved since 2019, especially in light of COVID-19. The perspectives of jobseekers, employers, and organisations of persons with disabilities (OPDs) are also included in this analysis. The report provides insights into market changes and recommendations to enable Inclusion Works programming to adapt and be more effective in their interventions.

Labour Market Assessment: Nigeria 2021 refresh

INCLUSIVE FUTURES
BROWN, Simon
August 2021

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This Labour Market Assessment for Nigeria is a refresh of the initial assessments done in 2019 for the Inclusion Works programme. The assessment adopts a Markets for Poor (M4P) approach to mapping demand for and supply of labour, supporting functions and regulatory frameworks; recognising that labour markets conditions will have evolved since 2019, especially in light of COVID-19. The perspectives of jobseekers, employers, and organisations of persons with disabilities (OPDs) are also included in this analysis. The report provides insights into market changes and recommendations to enable Inclusion Works programming to adapt and be more effective in their interventions.

Labour Market Assessment: Uganda 2021 refresh

INCLUSIVE FUTURES
BROWN, SIMON
OBOSI, Shikuku
August 2021

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This Labour Market Assessment for Uganda is a refresh of the initial assessments done in 2019 for the Inclusion Works programme. The assessment adopts a Markets for Poor (M4P) approach to mapping demand for and supply of labour, supporting functions and regulatory frameworks; recognising that labour markets conditions will have evolved since 2019, especially in light of COVID-19. The perspectives of jobseekers, employers, and organisations of persons with disabilities (OPDs) are also included in this analysis. The report provides insights into market changes and recommendations to enable Inclusion Works programming to adapt and be more effective in their interventions.

What progress has been made to operationalise the United Nations’ Convention on the Rights of People with Disabilities (UNCRPD) framework to promote inclusive employment? - Evidence Brief

LAMBERT, Felix
May 2021

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Employment contributes to well-being and dignity. Additionally, it can break the vicious cycle of poverty and the resulting negative mental health. However, nearly two-thirds of persons with disabilities aged 15 years and over are unemployed in low- and middle-income countries (LMICs). The ratio of persons with disabilities in employment compared to the general population in employment is almost half. Furthermore, among people with disabilities who are employed, two-thirds continue to experience workplace barriers. Inequality and discrimination in employment deprive persons with disabilities of their rights. Goal 8 in the 2030 Agenda for Sustainable Development explicitly calls for “promoting sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.” The United Nations’ ‘Disability and Development’ report highlights the international frameworks relevant to optimize opportunities for persons with disabilities to participate in employment, to achieve Goal 8.  This brief will provide an overview of the available literature on LMICs’ efforts to promote inclusive employment underpinned by the UN Convention on the Rights of People with Disabilities (UNCRPD) framework.

A global agenda for inclusive recovery: Ensuring people with intellectual disabilities and families are Included in a post-COVID world

INCLUSION INTERNATIONAL
May 2021

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This report documents the experiences of people with intellectual disabilities and their families during COVID-19 and proposes a global agenda for inclusive COVID recovery developed by Inclusion International’s membership. The global agenda is a set of imperatives for policy and programming to ensure that “building back better” creates a more inclusive world.

First Philippine workplace inclusion forum

PFIP - Philippine Financial and Inter-Industry Pride
J P Morgan Chase and Co
Baker McKenzie
April 2021

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Breakout Sessions were:

Technology for Inclusion

Business Continuity, Resiliency and Inclusivity

Hiring for Diversity and Inclusion

The Language of Inclusion

Barriers to access and retain formal employment for persons with disabilities in Bangladesh and Kenya

JAHAN, Nusrat
HOLLOWAY, Catherine
January 2021

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The aim of this paper, based on desk research, is to analyse the barriers to access and retain formal employment of persons with disabilities which are framed in three categories according to where the barriers primarily manifest:

1. In the workplace among employers and co-workers without disabilities

2. Among persons with disabilities seeking or engaged in formal employment

3. In the wider social, physical and policy environment.

Although the study mainly focuses on Kenya and Bangladesh other countries’ literature on access to and retention of employment of persons with disabilities were reviewed where relevant. In the context where the global COVID-19 pandemic is breaking barriers to remote working one part of the solution will be to empower persons with disabilities with appropriate access to Information and Communication Technology, assistive devices and services, digital skills, creating more accessible and inclusive digital platforms for persons with disabilities which also hold the potential to improve working conditions and productivity for the whole workforce as well as enhancing resilience to potential future shocks.

 

GDI Hub Working Paper Series Issue 01
 

Study Report: Needs assessment study on the employability of youth with disabilities in Kosovo

GECI, IlIrjana
January 2021

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This study is was developed in the framework of the project “Improving inclusive education and employment for children and youth with disabilities” implemented by Save the Children in Kosovo and financed by Save the Children Italy. This project aims to empower boys and girls with disabilities in Kosovo to reach their full potential by promoting easier access to inclusive quality education and employment opportunities.

The aim of this study is to:

  • analyse the skills of youth with disabilities, and their compatibility with the labour market needs in Kosovo;
  • assess the needs of youth with disabilities in the employment context in Kosovo;
  • identify the gaps that are hindering the inclusion of youth with disabilities in the labour market;
  • investigate how youth with disabilities can advance towards the potential gradual approximation with the labour market needs in our country;
  • access the availability of the potential employers to employ and accommodate persons with disabilities in the work places;
  • to define how the labour market can improve the access of youth with disabilities.

2020 Harkin International Disability Employment Summit. Realising the value of inclusion

THE HARKIN INSTITUTE
December 2020

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The 2020 Harkin Summit will explore the value of disability inclusion, particularly for businesses and employers. The challenges and opportunities before us today are clear. We must immediately build back the jobs that were lost or put at risk during the COVID-19 pandemic. As we look to the future, we must permanently fix the system so that disability inclusion moves from an aspirational goal to one that is an accepted and valued component of the business strategy.

This year, The Harkin Institute is proud to partner in offering this Summit with Caroline Casey and her organization, The Valuable 500, a business-to-business initiative catalyzing the influence of large private sector corporations in national and international markets.

International Summit on Legal Professionals with Disabilities

INDIAN LAW SOCIETY
OXFORD HUMAN RIGHTS HUB
HARVARD LAW SCHOOL PROJECT ON DISABILITY
CENTRE FOR DISABILITY STUDIES, UNIVERSITY OF LEEDS
December 2020

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3-day Summit with three panel discussions by disabled legal professionals to foster a well-considered dialogue on how we can break down the structural and attitudinal barriers that prevent disabled legal professionals from leading lives of equal productivity and dignity as their able-bodied counterparts.

The themes for the days were: Day 1 - Academicians; Day 2 - Lawyers; Day 3 - Judges 

Intersectionality between disability and Black Lives Matter

INTERNATIONAL LABOUR ORGANISATION (ILO)
November 2020

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The ILO Global Business and Disability Network in partnership with Ruh Global IMPACT organized a webinar on the Intersectionality between Disability and Black Lives Matter which was hold on November 12th, 2020.

We are witnessing unprecedented changes in society and these changes are impacting businesses and employers. Understanding the complexities of movements like #BlackLivesMatter and the intersectionalities of other inclusion efforts such as disability inclusion is critical. Inequalities and exclusion not only negatively impact on business, they can negatively impact your brand, your employees, your customers, and have other unexpected socioeconomic consequences.

This recording features Firehiwot Siyum Tadese, LaMondre Pough, Heather Dowdy and Kimberlee Archibald on a discussion on their professional experience as a person of colour in relation with disability.

The impact of Covid-19 on people with disabilities – emerging findings

ROHWERDER, Brigitte
THOMPSON, Stephen
WICKENDEN, Mary
WAKOKO, Eric
AKTER, Fatema
NJUNGI, Josephine
CHUBA-UZO, Shadrach
September 2020

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Emerging evidence suggests that people with disabilities are amongst the groups most affected by the COVID-19 pandemic in all aspects of their lives. In order to provide more systematic evidence, narrative interviews were conducted with a diverse group of 40 jobseekers with disabilities in Bangladesh, Kenya, Nigeria, and Uganda who are involved with the Inclusion Works programme. The first round of interviews were conducted in July and August 2020. Initial key findings are given.

 

Employment of young people with mental health conditions: making it work

SUBRAMANIAM, Mythily
ZHANG, Yunjue
SHAHWAN, Shazana
VAINGANKAR, Janhavi Aijt
SATGHARE, Patrika
LIN TEH, Wen
ROYSTONN, Kumarasan
MING JANRIUS GOH, Chong
MANIAM, Yogeswary
LIANG TAN, Zhuan
TAY, Benjamin
VERMA, Swapna
ANN CHONG, Siow
2020

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Purpose: The current study was undertaken to understand and describe the meaning of work as well as the barriers and facilitators perceived by young people with mental health conditions for gaining and maintaining employment.


Materials and Methods: Employing a purposive and maximum variation sampling, 30 young people were recruited and interviewed. The respondents were Singapore residents with a mean age of 26.8 years (SD 1⁄4 4.5, range 20–34years); the majority were males (56.7%), of Chinese ethnicity (63.3%), and employed (73.3%), at the time of the interview. Verbatim transcripts were analysed using inductive the- matic analysis.

 

Results: Three global themes emerged from the analyses of the narratives, which included (i) the mean- ing of employment, (ii) barriers to employment comprising individual, interpersonal and systemic difficul- ties and challenges participants faced while seeking and sustaining employment and (iii) facilitators of employment that consisted of individual and interpersonal factors that had helped the young persons to gain and maintain employment.

 

Conclusions: Stigma and discrimination emerged as one of the most frequently mentioned employment barriers. These barriers are not insurmountable and can be overcome both through legislation as well as through the training and support of young people with mental health conditions.

Barriers experienced by people with disabilities participating in income-generating activities. A case of a sheltered workshop in Bloemfontein, South Africa

TINTA, Nokuthula
STEYN, Hester
VERMAAS, Jana
2020

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Background: People with disabilities often participate in income-generating activities (IGAs) in sheltered workshop in South Africa. However, they face many barriers that limit their ability to participate effectively in economic activities hosted by the workshops.

 

Objectives: To illustrate the barriers that limit the participation of people with disabilities in IGAs in a sheltered workshop.

 

Method: A qualitative exploratory single case study was conducted in a sheltered workshop. Eighteen participants, age 22 to 52 years with various disabilities were purposively sampled. Observations and semi-structured interview guides were used to generate data. Verbatim transcription was used after which content analysis was applied to identify ideas and concepts relating to barriers experienced by people with disabilities participating in IGAs.

 

Results: Some of the barriers participants experienced included institutional barriers (ability to use working tools, inability to concentrate for long periods, lack of funds, language barriers, lack of motivation, activities that are not stimulating and lack of artistry skills) and attitudinal barriers (exclusion from decision making) These barriers had an adverse influence on their performance in IGAs.

 

Conclusion: The study found eight different barriers that existed in a sheltered workshop which limited the participation of the people with disabilities that attended the workshop. This information can be used to develop strategies to address each barrier and promote increased participation of the individual thereby improving their quality of life.

 

 

African Journal of Disability, Vol 9, 2020 

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