In Kenya, persons with disabilities continue to face significant barriers to accessing decent employment despite the existence of progressive legal and policy frameworks such as the Constitution of Kenya, the Persons with Disabilities Act, and the commitment to inclusive development under Vision 2030. Limited access to information, inaccessible recruitment processes, negative employer attitudes, and skills mismatches remain persistent challenges. Within this context, Organizations of Persons with Disabilities (OPDs) play a crucial role in mobilizing job seekers with disabilities and connecting them to meaningful employment opportunities.
To begin with, OPDs in Kenya are deeply embedded within disability communities at county and grassroots levels. Because many persons with disabilities have historically experienced exclusion from formal employment systems, trust becomes a critical factor in engagement. OPDs, led by and for persons with disabilities, provide safe and familiar entry points where job seekers can confidently engage, disclose their support needs, and seek guidance. As a result, OPDs are able to mobilize job seekers who would otherwise remain unreached by mainstream employment initiatives.
Moreover, OPDs are uniquely positioned to reach diverse disability groups across both urban and rural settings. In Kenya, employment opportunities are often concentrated in major towns, while many persons with disabilities reside in marginalized or remote areas. Through community forums, county-based networks, and peer referrals, OPDs extend outreach to youth, women, and persons with multiple or severe disabilities. Consequently, mobilization efforts become more inclusive and representative of the broader disability population.
In addition, OPDs play a vital role in translating employment information into accessible and usable formats. Many job advertisements, application processes, and digital platforms are not fully accessible to persons with disabilities. OPDs therefore support job seekers by sharing vacancy information in accessible formats, offering guidance on application requirements, and clarifying employer expectations. This support significantly improves the preparedness and confidence of job seekers with disabilities.
Importantly, Riziki Source applies this OPD-centered mobilization strategy in its inclusive employment work across Kenya. By partnering with OPDs at national and county levels, Riziki Source leverages established disability networks to identify, mobilize, and profile job seekers with disabilities. Through these partnerships, Riziki Source ensures that outreach efforts are inclusive, credible, and responsive to the lived realities of persons with disabilities.
Furthermore, Riziki Source works closely with OPDs to strengthen employment readiness among job seekers with disabilities. Together, they facilitate career guidance, employability skills training, CV development, and interview preparation. Because OPDs understand disability-specific barriers, this collaborative approach allows for tailored support, including guidance on reasonable accommodation and assistive technology. As a result, job seekers are better positioned to compete fairly in the labor market.
At the same time, OPDs play a key advocacy role in shaping employer attitudes and practices in Kenya. Riziki Source, working alongside OPDs, engages employers to raise awareness on disability inclusion, legal obligations, and the business case for inclusive hiring. Through this engagement, employers are supported to adopt accessible recruitment practices and inclusive workplace policies, thereby increasing demand for skilled job seekers with disabilities.
Equally important, Riziki Source and OPDs support job seekers beyond placement. Transitioning into employment can present challenges related to accessibility, workplace culture, or accommodation needs. Through follow-up support, mentorship, and employer engagement, OPDs help ensure job retention and career progression. This approach aligns with Kenya’s broader goals of sustainable employment and economic inclusion for persons with disabilities.
From a strategic standpoint, Riziki Source continues to strengthen its collaboration with OPDs by investing in data-driven mobilization, accessible digital platforms, and county-level partnerships. By collecting disability-disaggregated data and documenting employment outcomes, Riziki Source and OPDs are able to demonstrate impact and inform inclusive employment policies and programs.
In conclusion, OPDs play a crucial role in mobilizing job seekers with disabilities in Kenya by combining community trust, lived experience, and grassroots reach. Riziki Source’s partnership-driven approach demonstrates how working with OPDs leads to more inclusive, effective, and sustainable employment outcomes. Strengthening OPD collaboration is therefore not only a best practice but a critical strategy for advancing disability-inclusive employment in Kenya.
