Disability inclusion: How to overcome the barriers to a career in global development

Across all industries, people with disabilities can face physical and social barriers to employment. The development sector can, however, be particularly challenging, explains Dylan Hedtler-Gaudette, advocacy and policy researcher for the National Federation of the Blind. While he has always been up front in telling potential employers that he is a blind person, Hedtler-Gaudette acknowledges that doing so can result in fewer call backs. “Misperceptions about the capacity and capabilities of people with all kinds of disabilities” are commonplace, Hedtler-Gaudette says. “In the development space, it’s even more pertinent.” He notes that there is an “attitude that people with disabilities can’t be out in the field or they can’t do certain things,” but he points out that these assumptions are often false. Despite many employers referencing disability and inclusion policies, often mandated by law, there is a lack of job opportunities for people with disabilities. Legislation is one thing but the practicalities of it are another, explains Mosharraf Hossain, director of global policy, influencing and research with ADD International. One of the main challenges for the disabled community is that “the disability cause tends to be looked at as an individual issue” and it lacks the media recognition that other causes receive, according to Robin Marcato, management analyst at U.S. Agency for International Development Office of Information General. People with disabilities or mental health issues also face issues in advocating for disability issues because they are “very often terrified to speak about accessibility; they don’t want to be targeted,” she says. While Marcato doesn’t feel she has faced discrimination in getting a job, she has experienced firsthand the daily challenges that people with disabilities face in the work environment. Simple requests such as getting appropriate bathroom accommodations has proven to be extremely challenging in some of the USAID buildings and, as someone with a hidden disability, she has had to “jump through hoops” to prove to some managers that extra resources will allow her to work more effectively. Devex spoke to a number of development professionals to learn about their experience working in global development with a disability and their advice for overcoming the common barriers to getting a job in the sector. Target organizations focusing on disability issues While it is not always the case, organizations focusing on disability issues are likely to better understand the challenges people with disabilities face and have an inclusive workforce as a result. Hossain has a physical disability and faced discrimination in the past in Bangladesh before being offered a job establishing programs in the field for ADD International. He says the organization takes a positive attitude toward employing people with disabilities and ensuring a work environment that is accessible for them. As a result, over 50 percent of ADD International’s employees have some form of mental or physical disability. The leadership of these organizations also tends to be more diverse and include people with disabilities, which promotes a message of inclusion. Ashim Chowla, chief executive of Lepra India, experienced the medical and social challenges of living with leprosy as a child. Disability inclusion has been a priority for him since he joined Lepra’s team in India two years ago, particularly focusing on people affected by leprosy who are unable to find employment. The organization now has around 30 employees across India, many working at the grassroots level, who are affected by leprosy, HIV or another disability. Changing people’s attitudes is key to progress, said Chowla. “We can talk about ramps and disabled-friendly spaces, but at the end of the day it is about how we treat people with disabilities. It’s about creating a different HR environment — to become more open and more inclusive,” he added. Look for employers who are champions of diversity Reach out to your network and do your research to find out which organizations are truly dedicated to being inclusive employers — and therefore the type of place where you actually want to work. Jennifer Coburn, a global staffing specialist at Oxfam America, has spent the past three years furthering the organization's diversity and inclusion efforts and describes this aspect of her work as her true passion. “As far as I am concerned, it is critical to successful recruiting. I have focused quite a bit on building a pipeline of candidates with disabilities,” she explained. “It was the most obvious weak spot for us, so it became the area of diversity that I have spent the most energy on.” Coburn has worked with many state-run organizations — such as the Massachusetts Commission for the Blind, Massachusetts Commission for the Deaf & Hard of Hearing, and Massachusetts Office of Diversity and Equal Opportunity — to provide the equipment and training to make Oxfam’s workspace more inclusive for employees with disabilities. She has also sourced candidates from recruitment events organized by these organizations and worked with their employment services to “build a pipeline of diverse candidates.” While the availability of such services varies across states, these organizations can help connect job seekers with potential employers through job fairs and recruitment events. Target specific hiring programs “Try to identify programs specifically geared towards people with disabilities,” advised Hedtler-Gaudette, who got an internship with Oxfam through the United States International Council on Disabilities. This was a great way to make connections in the sector and get some experience in Washington, he added. Many governmental agencies also have initiatives that directly support people with disabilities in the hiring process and look specifically to source candidates from this community. Marcato was hired through a USAID hiring program known as “schedule A,” which is designed to fast track candidates into certain roles that have been set aside for people with disabilities. This is “how they fill their quota,” said Marcato, who initially worked as a contractor but was encouraged to apply through this initiative to become a full-time staff member in the same role. She admits, however, that even with these hiring programs in place, the final decision can “entirely depend on the hiring manager.” Know what support is available Employers are obligated to provide reasonable accommodation and support for any staff with disabilities. While they may even be able to receive additional state funding to do this, concerns about costs often still factor into decisions when it comes to hiring. There are, however, a range of organizations out there helping people with disabilities get jobs. The National Federation of the Blind was one of the organizations that helped Hedtler-Gaudette get a job by ensuring he had all the resources he needed, alleviating many of the concerns of prospective employers. “We operate under the philosophy that people with disabilities have enough barriers and challenges as it is when it comes to employment … If we can come to the table and tell an employer that they won’t have to pay for any of those adaptations or accommodations, then it’s more likely that we are going to get hired,” he explained. Reach out to local organizations and government agencies to see how they could support you and your employer through the provision of resources or training. Within larger international organizations, there are also often advocacy groups — or resource groups, as they are known within the USAID system — that can offer support to professionals with disabilities. Macato restarted the disability resource group for USAID over three years ago and has worked with the offices of civil rights and adversity to bring disability issues to the front and improve the work culture and environment for this community. Emphasize your transferable skills and experience Jessica Pointer is a senior human resources staffing specialist with Tetra Tech who suffers from Ehlers-danlos syndrome and is familiar with the misperceptions and stigma surrounding people with disabilities. Her advice to anyone with a disability who is looking to work in global development sector is to highlight your transferable skills and the added value you can bring to the organization. “People with disabilities are used to working hard and adapting, and that patience, flexibility and work ethic are critical characteristics in any professional setting. It’s characteristics like these, along with transferrable skills, that candidates need to focus on,” said Pointer. Believe in yourself “Disability is not inability,” said Hossain, as he explained that candidates with disabilities should not be put off by what seems like a lack of job opportunities and should focus on developing their professional skills through training and online courses. Pointer also urged candidates with disabilities not to be intimidated as she believes there is room for every identity in global development work. “If your qualifications match an organization’s needs, make the case for your transferrable skills, enthusiasm for the mission and belief in supporting the greater good. Those who’ll thrive in development are those with a motivation and a belief in supporting a greater good and building the capacity of marginalized communities,” she added. Looking to make a career move? Visit our career center for expert advice on how to navigate your job search — all you need is a Devex Career Account to get started.