Have you ever thought about how many ways there are to send an email? You could type it on your computer in an office in Upper Hill, dictate it while stuck in traffic on Thika Road, tap it out on your phone as you wait for your chai in Westlands, or ask a voice assistant to send it while walking between meetings. You might even schedule an automated reply while attending a harambee upcountry. However it is sent, the outcome remains the same – the message gets through.
In the same way, workplaces across Kenya are filled with people who bring different strengths, tools, and approaches to getting things done. Just as there is no single road into Nairobi, there is no single “right” way to succeed at work. Some professionals with disabilities may approach tasks differently from their non-disabled colleagues. Yet, what truly matters is not the method but the result.
For example, in one office in Mombasa, a florist organizes deliveries using a mobility scooter, skillfully navigating busy streets with determination and pride. Meanwhile in Kisumu, an accountant joins a client meeting remotely, contributing sharp financial insights from home. At a media house in Nairobi, a managing editor offers detailed feedback on a draft through digital comments rather than in-person meetings. Each person works differently, but each delivers value. Different does not mean less capable; on the contrary, it often means more resourceful, more adaptable, and more innovative.
Moreover, when employers intentionally build flexibility into how work gets done, they unlock the full potential of their teams. Designing workplaces that offer multiple ways to engage, contribute, and accomplish tasks fosters a culture of accessibility and shared success. This is especially important in our Kenyan context, where diversity of language, background, and experience is already a source of national strength. When flexibility becomes the norm, everyone benefits.
Reasonable Accommodations make that flexibility practical and possible. They ensure employees have what they need to do their best work. While some accommodations — such as screen readers or Kenya Sign Language (KSL) interpreters — may require modest investment, most cost little or nothing. In fact, many benefit all employees. For instance, flexible scheduling that helps a colleague manage a chronic health condition can also support parents juggling school runs and work deadlines. Similarly, standing desks can make long hours at a desk more comfortable for anyone. When accessibility is built into the workplace from the start, it does more than meet individual needs; it creates an environment where people can thrive together.
Furthermore, accommodations are not acts of charity, nor are they merely about meeting legal requirements under Kenyan law. Rather, they are about unlocking potential. People perform at their best when they have the tools and flexibility that fit how they work. Conversely, when employees fear stigma or bias, they may conceal what they need to succeed. That silence comes at a cost — not only to the individual but to the organization as well. Therefore, inclusive workplaces must go beyond compliance. They must cultivate cultures where asking for support is normalized and encouraged. True inclusion is not a checklist to be ticked; it is a living culture that says to every employee, “You belong here. Your contribution matters.”
Importantly, the benefits of inclusion are not just ideals; they are measurable realities. A 2023 study by Accenture found that companies leading in disability inclusion achieved 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit compared to other companies studied. In addition, those inclusion leaders outperformed their direct competitors in productivity by 25 percent. Clearly, inclusion is not just morally right — it is strategically smart.
Therefore, success must be defined by results, not by rigid ideas of how work “should” be done. When people are empowered to contribute in ways that suit their strengths, the results speak for themselves. Inclusive practices do not only uplift employees with disabilities; they create stronger, more agile organizations overall. By valuing diverse methods of working, companies drive innovation, increase engagement, and improve measurable profitability.
At this moment, leaders across Kenya have a powerful opportunity. They can remove barriers. They can normalize support. They can design systems where flexibility is built in rather than added as an afterthought. In doing so, they send a clear message — much like that email — that everyone’s contribution counts.
Now is the time to act. Partner with Riziki Source at the upcoming disability employment summit and help build workplaces where different ways of working are not merely tolerated, but valued, supported, and celebrated. Together, we can create organizations that reflect the resilience, creativity, and spirit that define Kenya itself — workplaces where, no matter how the message is sent, it always gets through.
