The struggles of Person with Disabilities that can inspire Policy Change.

Ensuring the Full Implementation of Disability Employment Rights in Nigeria

Organizations like JONAPWD and NCPWD play a critical role in ensuring that the rights and wellness of persons with disabilities in Nigeria are protected. Although laws exist to guide the employment of persons with disabilities, monitoring and enforcement remain insufficient. These acts must be revisited and strengthened to ensure actual implementation.

Despite the legal foundations such as the Discrimination Against Persons with Disabilities (Prohibition) Act, 2018, and the mandated 5% employment quota in the public sector, many Nigerians with disabilities—especially the visually impaired—remain underemployed or marginalized. This policy aims to transform legislation into actionable practice through rigorous enforcement, inclusive infrastructure, and empowerment.

1. Legal Foundations

• The DAPD Act 2018 guarantees equal work rights and imposes penalties for non-compliance.
• Mandates a 5% employment quota for public-sector organizations.
• Established the NCPWD for nationwide policy coordination.

However, implementation remains weak. PWDs are still not heard, and many involved organizations show a lack of commitment. Current challenges include:

• Only ~3% of PWDs are formally employed.
• Stereotypes, lack of accessibility (no ramps, tools, or sign-language support) deter employers.
• The 5-year transition period (ending in 2024) for accessible public buildings has lapsed without compliance.

Without enforcement, these laws may become obsolete. Here are strategies for ensuring enforcement and measurable outcomes:

2. Recommended Measures for Enforcement

• Strengthen Monitoring: MDAs must submit quarterly reports on the 5% quota to retain staffing approvals.
• Civil Service Inclusion Policy: Introduce DEI guidelines for infrastructure and employment practices.
• Penalties & Incentives: Penalize non-compliance; reward inclusive companies with tax breaks and grants.
• State-Level Action: States should replicate frameworks, offer accessible exams, and set up support desks.
• Awareness Campaigns: Equip NCPWD to drive national sensitization and enforcement.
• Stakeholder Engagement: Conduct regular roundtables with PWD representation to track progress.
• Workforce Expansion: Target a gradual increase from 5% to 10% in both public and private sectors.
• Economic Impact: Unlock potential worth ₦10 trillion by fully including PWDs in the workforce.
• Culture Shift: Break stereotypes through education, role models, and enforcement.
• Social Stability: Reduce dependency, begging, and poverty by enabling formal employment.

3. Government Responsibilities

• Amend the DAPD Act to enforce compliance audits and penalties.
• Offer smart incentives (tax breaks, training access) to inclusive businesses.
• Subsidize public building upgrades for accessibility; mandate private compliance.
• Expand vocational and technical training for PWDs, especially in tech fields.
• Empower NCPWD and Civil Service Head to audit and issue mandates.
• Ensure PWD inclusion on policy boards and launch public awareness drives.

Conclusion

Equal employment for persons with disabilities is not an act of charity—it is justice, economic wisdom, and national responsibility. By reinforcing the employment quota, incentivizing inclusive practices, and changing employer mindsets, Nigeria can uphold its legal obligations and empower millions of citizens with disabilities.