By D.I. Laary
Accra, May 13, GNA – Corporate Ghana has been urged to overhaul workplace systems to ensure full inclusion of persons with disabilities, as experts warn that persistent structural and attitudinal barriers continue to limit their meaningful participation in the economy.
Professor Augustana Naami, Social Work scholar at the University of Ghana, made the call at the EmpowAbility Seminar 2.0, organised by the Centre for Employment of PWDs in collaboration with No Limit Foundation in Accra to mark this year’s May Day under the theme “Celebrating the Ghanaian Worker: Opportunity for All.”
Delivering key insights during a panel discussion, Prof Naami stressed that inclusion must move beyond rhetoric to deliberate institutional reform.
“Corporate Ghana must be intentional about restructuring workplace systems to accommodate persons with disabilities, not as a gesture of goodwill but as a strategic necessity,” she said.
Prof Naami noted that while Ghana’s economy continues to grow, many individuals, particularly PWDs, remain excluded due to poorly designed systems that fail to account for diversity.
She explained that “an inclusive economy is where everyone is allowed to actively participate, benefit and prosper, with equal access to employment opportunities and the necessary support structures in place.”
She emphasised that achieving such a system requires accessible infrastructure, adaptive technologies, and workplace policies that enable PWDs to function effectively.
“Reasonable accommodation, accessible digital platforms, and assistive technologies are not optional, they are essential for meaningful participation,” she stated.
Prof Naami identified entrenched societal attitudes as one of the most significant obstacles to inclusion, noting that discrimination often stems from perception rather than capability.
“Our attitudes are the greatest enemy to persons with disabilities, not their disability,” she stressed, urging employers and the public to “see the person, not the disability.”
According to her, misconceptions about PWDs, such as doubts about their competence or assumptions of dependency, continue to shape hiring practices in ways that disadvantage even highly qualified individuals.
“These exclusionary employment practices, mostly backed by negative societal attitudes, leave many qualified persons with disabilities in a dilemma, whether to disclose their condition or not,” she explained.
The Professor highlighted research evidence indicating that persons with disabilities are significantly less likely to secure employment than their non-disabled counterparts.
“Persons with disabilities are consistently less likely to be employed, despite possessing the qualifications and skills required,” she said.
She illustrated the challenge with a personal experience: “After completing my Master’s Degree and returning to Ghana, eight organisations interviewed me, but only one followed up and offered employment.”
The experience, she noted, reflects broader systemic issues affecting many PWDs across the country.
Prof Naami urged businesses to move beyond symbolic inclusion efforts and adopt practical, sustained strategies that integrate PWDs into core operations.
“Employers must move away from tokenism and checking boxes. Recruit persons with disabilities for the roles they are qualified for and give them the support needed to excel,” she advised.
She warned against reallocating qualified PWDs to lower-level roles, stressing instead the importance of equitable job placement.
“Do not redirect them to positions below their competence. Instead, provide the accommodations necessary for them to perform effectively,” she added.
Outlining key reforms, Prof Naami called for the development of inclusive workplace systems that prioritise flexibility, accessibility, and employee engagement.
She recommended: Flexible work arrangements, including adjusted schedules and remote work options; Provision of assistive technologies and accessible office infrastructure and regular engagement with employees with disabilities to identify their needs.
“Always talk to persons with disabilities about their needs, often, they understand best how to address them,” she said.
She emphasised that such adjustments are not burdensome but necessary, noting “Providing reasonable accommodation enables persons with disabilities to work effectively and independently.”
Prof Naami stressed that inclusion must extend beyond hiring to encompass professional development and leadership opportunities.
“Do not employ them and leave them. Pay attention to their career growth, mentorship, and leadership opportunities,” she urged.
She also advocated for workplace policies that address disability disclosure in a supportive manner, ensuring that employees feel safe to request accommodations.
According to the professor, one of the most urgent areas for reform is the transition between education and employment, which often fails to support PWDs.
“There is a clear gap between education and employment systems. Recruitment processes are not inclusive, and this limits opportunities for persons with disabilities,” she said.
She underscored that the issue is not a shortage of talent, pointing to the growing number of qualified professionals with disabilities in various sectors.
“We have persons with disabilities who are lawyers, accountants, engineers, and ICT professionals. There is no company where they cannot contribute meaningfully,” she said.
Prof Naami argued that exclusion of PWDs is not only a social injustice but also an economic inefficiency, saying “When businesses fail to include persons with disabilities, they lose access to untapped talent, innovation, and broader market opportunities.”
She noted that PWDs represent a significant economic constituency, including extended networks of families and communities.
Call to action
The focus also featured contributions from Mr Alexander K. Tetteh, Director of the Centre for Employment of Persons with Disability, who reinforced calls for deliberate reforms in workplace systems to enhance inclusion.
Participants agreed that building an inclusive economy would require coordinated efforts from the government, private sector, and civil society, with a strong focus on accountability and measurable outcomes.
As Ghana reflects on the contributions of workers during the May Day period, the unequivocal message was that:
“Everyone must be given the opportunity to meaningfully participate and benefit. Without systemic change, inclusion will remain an aspiration rather than a reality.”
GNA
Edited by Benjamin Mensah
Reporter: D.I. Laary
[email protected]