DISABILITY INCLUSION: WHY IT MATTERS AND HOW WE CAN ACHIEVE IT

By Luke Lekishon

Disability inclusion is about creating societies where all people, regardless of how they move, communicate, think or interact, can participate equally. It involves creating environments where individuals with disabilities are valued and therefore physical, systemic, and social barriers are removed. It means creating a level playing field by making reasonable accommodations for persons with disabilities in all the necessary areas of society.

In our world today, millions of people with disabilities remain excluded from events, opportunities and decisions that affect their lives. This exclusion is not inevitable; it is the result of choices, systems, and environments that fail to accommodate human diversity. Some examples of disability exclusion include: hiring discrimination , where qualified candidates are denied job opportunities because of a visible disability, management bias ,where the management of an organization fails to provide the necessary tools such as screen reading software, ergonomic equipment or modified work hours for medical appointments or therapies (physiotherapy, occupational therapy, play therapy and hydrotherapy) for persons with disabilities and inaccessible environments ,where buildings lack ramps, elevators or accessible toilets.

Why does inclusion matter? All of us, at different points in life, may encounter impairments or functional limitations (be in a situation where we need support to get something done), disability, then, is not a marginal issue affecting a small minority, but a core part of human diversity. When we practice inclusion, we leverage the full potential of human capital for sustainable progress. Disability inclusion also fulfills the human need to feel valued, respected and part of a community, reducing feelings of isolation and stress.

To achieve disability inclusion, we need to proactively remove physical, communication and attitudinal barriers. Removing physical barriers means ensuring that all physical places have a universal design. This refers to making them accessible to as many people as possible. It involves building ramps, wide doors, elevators and designing toilets with persons with disabilities in mind. Furthermore, in schools and workplaces, necessary tools and equipment should be provided so that persons with disabilities can operate at full capacity.

Communication barriers can be removed by ensuring that all organizations have sign language interpreters, large print on communication material and even braille where necessary. This will ensure that persons with disabilities can be hired, promoted and consulted before key decisions are made. It is also important to use person – first language e.g. ‘person with disability’ not ‘disabled person.’ This highlights that the disability is just a part of the person’s identity but it should not overshadow his or her unique qualities.

To overcome attitudinal barriers, we need to challenge stereotypes. We need to eliminate the belief that people with disabilities are unhealthy or less capable of doing things. We need to foster an inclusive culture through training, awareness campaigns and education on the diverse experiences of the disability community. We need to encourage people to speak up against discrimination and violence targeting people with disabilities. In leadership, we should allocate specific financial resources for accessibility improvements and accommodations for persons with disabilities. If we do these things, we will go a long way towards achieving disability inclusion.