In lecture halls, they rise to the top of their class. In communities, they innovate against all odds. Yet, when it comes to securing jobs in state agencies, many Kenyans with disabilities encounter silence, rejection, or endless waiting. Which raises a critical question: What does it really take for a qualified graduate with a disability to land a government job in Kenya?
This week, the National Assembly Committee on National Cohesion and Equal Opportunity expressed alarm at the shockingly low number of PWDs employed in state agencies. Their concern echoes the frustrations of many Kenyans who wonder why inclusivity laws remain a promise on paper rather than practice. The Persons with Disabilities Act mandates at least 5% representation of PWDs in all public institutions, a figure that remains elusive.
Behind the statistics are real lives. Young men with visual impairments who master coding but are never called back after aptitude tests. Women with hearing impairments who ace oral interviews through interpreters but are labeled “communication challenges.” Qualified graduates, eager to contribute to the nation, are instead left to hustle in informal work or remain dependent on families.
The irony is painful: the government, which should lead by example, lags behind even private companies in fulfilling disability inclusion. This not only sidelines a vast pool of talent but also robs Kenya of innovation, diversity of thought, and resilience that comes with inclusive workforces.
Advocates argue that hiring PWDs is not an act of charity but of justice—and smart economics. Studies worldwide show that inclusive workplaces experience higher productivity, stronger teamwork, and improved brand reputation.
But while systemic reforms are urgent, many individuals and organizations wonder where to begin. This is where our organization steps in. Riziki Source equips both skilled and unskilled persons with disabilities in Kenya with the skills, tools, and confidence to succeed whether in formal employment or entrepreneurship by connecting jobseekers with employers, providing workplace accessibility solutions, and nurturing inclusive business practices.
The Committee’s statement should be more than a press soundbite. It must trigger urgent reforms: transparent audits of recruitment, accountability for agencies ignoring the 5% rule, and stronger support systems such as accessible workplaces and adaptive technologies. And for those asking how to start making inclusion a reality, Riziki Source is here to connect, guide, and walk the journey together.
