Disability and inclusion media traing

KFC and Debola Daniel, discriminations against PWDs in Nigeria must stop- Yinka Olaito

“To be a disabled in Nigeria is to be undesirable, unwelcome and unaccepted. As I’ve said before, it is lonely, it is a lonely, scary and isolated place”- Debola Daniels, a PWD

Being disabled often rolls over my spirit, leaving behind a trail of shattered dignity and forgotten humanity. Nowhere more so than in Nigeria.”- Debola Daniel

The experience of Debola Daniel, a mobility impaired person who uses wheelchair. on March 26, 2024 continues to characterised discriminations many persons with disabilities experience in Nigeria. This is so for especially many with no voice or connection. Debola Daniel happened to be a passenger at Murtala Muhammed Airport this day and while waiting for his flight, he and his family made the choice of going Kentucky Fried Chicken(KFC) within the premise. But according to him, which he made a thread of on his X(twitter) account, a female manager of the service restaurant did not allow him in saying “No wheel chair allowed”.

From March 26, 2024, Debola Daniel had gained media front-page prominence, the Federal Airport Authority of Nigeria(FAAN) had wielded the big stick by closing the fast food brand because such behaviour contravenes discrimination against person with disabilities law in Lagos state among others. On his part, the executive director of the centre, Yinka Olaito, had through his media appearances and campaign against such inhuman treatment of Debola Daniel, which is just a fraction of many voiceless and unknown persons with disabilities in Nigeria go through.

While on TVC news, Yinka Olaito said the inhumane treatment, discrimination against persons with disabilities is very pervasive and grossly under reported. According to him “The point is there are many Debola Daniels among PWDs in Nigeria that experienced such discrimination daily. The fundamental or root cause of this is ignorance of laws as well as charity, humanitarian approach to PWDs rights. This must stop”.

Noting that many stakeholders are guilty in this area not even the government and its agencies are left out. For instance, Yinka Olaito said Debola Daniel’s flight  was delayed (this had become a regular occurrence with no penalty). Also that the elevator was not working made him look at the option of going to KFC.

Speaking on Wave FM Port Harcourt on the same issue, Yinka Olaito said “Government and its agencies must lead by example by making all its buildings accessible”.

Yinka Olaito concluded “Nigerians are good people with good interpersonal, cordial relationships with high sense of respect for their neighbours as well as a high regard for inclusiveness. Whatever had gone wrong must be corrected now”” He also called on the National Commission for Persons with Disabilities to scale up its work too in this area

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Inclusion in Nigeria

Nigeria’s Women with Disabilities: entrepreneurship development and empowerment need

It is no longer strange to hear, an empowered woman will build a nation. Conversely when a woman is left behind, a generation may suffer due to the fact that such a woman has strong ties over what becomes many that will pass through her. Lack of economic empowerment of women and by extension women with disabilities made them porous to all forms of abuses, mental health and self-image related issues.

If our society must ensure full integration (economic, political and other vital decision-making processes) of women with disabilities, the society must make sure they are adequately empowered to stand on their own as well as build their self-confidence and self-awareness. At the foundation of this is quality basic education which promotes self-sustenance among other factors.

To guarantee women with disabilities efficiency and effectiveness as well as full participation in political, public life and in decision making, there is a need for deliberate investment in them.  Job market is becoming more competitive and dynamic with digital skills being one of the in demand skills.

“Without right skills, economic empowerment, many Nigeria women with disabilities suffer untold discrimination, abuses. We need empowerment”- Ogunkuade, , an hearing-impaired woman and leader of Women with Disabilities group

Having a form of disability should therefore not be a reason to be left behind as assistive technology can help enhance their values. When a woman, especially one with disabilities is not empowered, the defects show in their motherhood, parenting, economic power which always tend towards penury and poverty.

Women with disabilities need to have the same chances as their non-impaired peers in order to avoid discrimination.  When this is not guaranteed Women with disabilities especially are exposed to lack of protection, sexual violence and all forms of abuses. Ignorance of what their rights are, are often costly at the end

In our discussion and working with groups of women, girls with disabilities, it has been made clear by all that lack of right skills, economic empowerment and guidance are the foundations behind why women with disabilities suffer prejudices, cultural, traditional, religious stereotypes and other customs that aggravate gender abuses and strengthening of norms with regard to the gender inequality practices within or outside constitutional law.

Ogunkuade, Women leader of Joint Association of Persons with Disabilities in Ekitii state broke down when having a conversation with us on how they lack entrepreneurship skills, or where the above is available, lack of economic empowerment to purchase basic vocational tools that will make average Women with disabilities self-sustainable. In terms of self-esteem, many women with disabilities had fallen into dubious men who only use and dump them, so say another women leader of JONAPWD that we work with.

To address these CDIA offer some of followings to Women, girls with disabilities groups”

–      Entrepreneurship development classes

–      Product and marketing development for WWD entrepreneurs

–      Job search and preparedness for undergraduate persons with disabilities

–      Self- awareness and leadership development session

–      Basic relationship skills and protocols that can bridge gaps amidst different sexual-orientation

–      Emotional intelligence

To support this, we call on every organization passionate about empowered, sustainable society to help us push these projects from Nigeria to across Africa

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Mental health of PWDs

Mental health issues in Workplaces: Navigating the terrain breaking the stigma.

In an era where diversity and inclusion are at the forefront of societal conversations, it’s essential that we address the often-overlooked issue of mental disabilities in the workplace. 

The stigma surrounding mental health conditions can create substantial barriers for individuals seeking to excel in their careers while managing these challenges. However, there is a growing movement to break this stigma and create a more inclusive and empathetic work environment.

The Reality of Mental health issues in the Workplace.

Mental health conditions affect millions of people across the globe. From anxiety and depression to bipolar disorder and schizophrenia, the range of conditions is vast. Despite their prevalence, individuals with mental health issues/disabilities often face discrimination and prejudice in the workplace. They may grapple with misconceptions and ignorance, making it more difficult to secure and maintain employment.

One of the most significant challenges for these individuals is the stigma associated with mental health. This stigma not only hinders career opportunities but also creates an environment where many are reluctant to seek the support and accommodations they need. This is a barrier we must break down to foster a more inclusive workplace.

The Role of Employers in Fostering Inclusivity

Employers play a crucial role in creating a stigma-free workplace. Many companies are realising that an inclusive environment benefits both employees and the organisation as a whole. Implementing policies that support employees with mental disabilities, offering mental health resources, and fostering a culture of understanding can lead to higher morale, increased productivity, as so many other benefits.

Companies that place huge value on metal health have been lauded for their commitment to employee’s well-being. They offer flexible work schedules, mental health days, and access to therapy services. Such practices create a supportive atmosphere that empowers employees to bring their whole selves to work.

Strategies for Navigating the Workplace

Let individuals be free to openly seek help, companies should create support mechanisms: Individuals with mental disabilities can employ several strategies to navigate the workplace successfully. These include seeking professional help, establishing a support network, and practising self-care. 

It’s crucial for individuals to communicate their needs and challenges with their supervisors, human resources, and colleagues. Open dialogue can lead to reasonable accommodations that enable these employees to perform at their best.

Companies should have open and inclusive policy: Moreover, it’s vital for employers to educate their workforce about mental health, reducing stigma, and encouraging empathy. Building a mentally healthy workplace involves regular training and awareness campaigns. It’s also crucial to address work-related stressors and implement policies that prioritise employee’s well-being.

A commitment to a long term view: Breaking the stigma surrounding mental disabilities in the workplace is an ongoing effort that requires commitment from individuals, employers, and society as a whole. The more we openly discuss mental health, the more we normalise it. It’s crucial to promote understanding, empathy, and inclusivity in all workplaces.

Ensure information is available and where to get help: The road ahead involves making mental health a priority, providing education and resources, and actively working to reduce the stigma. When we create workplaces that embrace the unique strengths and challenges of all employees, we not only break down barriers but also unleash the potential for innovation and success.

A continuous open dialogue: As we reflect on the journey to break the stigma surrounding mental disabilities in the workplace, it becomes clear that this endeavour is essential not just for those directly affected but for society as a whole.

 It’s time to challenge the preconceptions, encourage dialogue, and support one another in our pursuit of workplace inclusivity. By doing so, we enable individuals with mental disabilities to flourish in their careers, contributing their talents to the betterment of organisations and society.

Together, we can break the stigma and create workplaces that value the diverse abilities and experiences that each person brings to the table. In the end, this not only benefits individuals with mental disabilities but enriches the work environment for all.

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