Wisena Consultancy

11/12/2024

We provide this kind of support to our clients. Strategic Planning is our fort. Thanks to Sabatia Eye Hospital and CBM International for the opportunity.

Cc Nathaniel Muthomi, Wisena Consultancy.

13/11/2024

Wisena Consultancy supported United United Disabled Persons of Kenya -UDPK to review and validate the Advocacy Strategic Plan 2025-2030 for the We Can Work Programme. A two-day workshop was held on 11-12 Nov. 2024. The participants included Change Influencers, Youth Advocates and OPDs from Nairobi County.

Wisena Consultancy is your reliable parter in disability inclusion strategies.

15/10/2024

Reasonable Accommodation: Organizational HR Practices of Disability-Inclusion

What is reasonable accommodation?

The UNCRPD defines reasonable accommodation as “necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure to persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms.”

Simply, reasonable accommodation is a set of strategies for creating an inclusive workplace for all. An organization takes appropriate measures to enable persons with disabilities to access employment opportunities and enjoy rewarding and diverse careers in an organization. Reasonable accommodation enables persons with disabilities to work and enjoy a non-discriminatory and inclusive working environment.

Who benefits from reasonable accommodation?

The concept of reasonable accommodation is not solely applicable to disability. Staff with temporary or permanent conditions or circumstances may also require accommodation. For example, lactating women may need flexible working hours until they complete the nursing period. Some organizations can deny job opportunities to people based on the existing work environment, which goes against the principle of non-discrimination. Therefore, when an organization makes minimum adjustments to accommodate people with different needs, it becomes a win for everyone.

Is it costly to undertake reasonable accommodation?

The intention of reasonable accommodation is to “undertake necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case…” This means that reasonable accommodation may (or may not) have cost implications because these are the minimum and immediate measures to accommodate particularized cases of staff who experience challenges working in the current setup.

What factors should be considered when undertaking reasonable accommodation?

• Cost of accommodation. The availability of resources should also inform this to cover the partial or total cost of the accommodation. An organization may consider the ones with no or minimum costs.
• Scope of accommodation. Consider the modifications likely to benefit a bigger group.
• Anticipated duration of the employment relationship. It is appreciated that some reasonable accommodation practices are temporary or long-term. While the organization considers the nature of adjustments and modifications, it may consider the period that a particular staff will work to inform the extent and nature of changes.
What practical strategies are used to achieve reasonable accommodation?

Below are some practical strategies to achieve reasonable accommodation in an organization. The list is not exhaustive since it depends on the organizational context and the factors noted earlier.

• Establish reasonable accommodation policies. Establish clear policies outlining the process for requesting and implementing accommodations.
• Recruitment and onboarding processes. Make vacancy announcements accessible in the vacancy announcement. Also, ensure candidates can participate in all stages of the selection process. Confirm any special needs with short-listed candidates. Consider providing extra time to complete tasks and support depending on the needs- for example, provide for Sign Language interpretation during the recruitment.
• Restructure the job requirements. Avoid non-essential elements and only reflect essential aspects of the role. Reassign non-essential functions or adjust job descriptions to align with an employee’s abilities.
• Consider flexible working arrangements. Consider options like remote work, flexible hours, or modified workstations to accommodate various needs.
• Provide assistive equipment technology. Invest in assistive technology and ergonomic furniture to help employees perform their tasks more efficiently. Such technology may include but is not limited to Braille note takers, Braille input and output devices for standard computers, screen reading software, special screens or magnification software, sound amplifiers, captioning services, adapted keyboards, and joysticks, among others.
• Accessibility of information. Create and provide accessible documents, such as large print, easy-to-read versions, braille copies, etc. The organization can adjust its templates to fit the desired needs. Also, it is important to consider building accessible websites and adapting other inclusive communication practices. For those who are deaf, sign language interpretation should be a standard from employment to the performance of job tasks. Other staff need to be sensitized to learn basic sign language to promote inclusion.
• Personal assistance. Some staff such as those who are blind or have mobility challenges, may need aides daily or occasionally to help them work efficiently, especially when their job requires them to move around.
• Ensure accessibility of premises. An organization should aim to achieve the minimum levels of functional accessibility. This can be done by ensuring access to the office building and at least one accessible office, restroom, and meeting room.
• Document. Keep records of accommodation requests and the steps to address them while ensuring confidentiality.
• Feedback mechanisms: Create a system for employees to provide feedback on accommodations, allowing continuous improvement.

What are the limitations of reasonable accommodation?

Reasonable accommodation may be viewed as a reactive rather than a proactive approach to disability inclusion. It is a subjective approach and can vary significantly from case to case, leading to inconsistencies in interpretation and application. Due to financial constraints, some organizations may selectively implement favorable accommodations. Focusing on individual accommodations can overlook systemic issues in the workplace that contribute to stigma and discrimination.

As such, an organization should comprehensively provide inclusive policies and practices that promote holistic or organizational-wide inclusion. Being a shallow approach, organizations not committed to addressing inequalities can take advantage to perpetuate exclusion.

Conclusion
Reasonable accommodation is part of the disability-inclusion continuum. It is not an end but a quick-fix and cost-effective strategy that an organization can use to better meet its employees' needs. It can be a good start for organizations that lack adequate capacity. In the long run, a progressive organization should commit, plan, and invest in more sustainable and long-term inclusive practices where anyone can fit in the workplace at any time, regardless of their needs.

, Wisena Consultancy, Nathaniel Muthomi

01/10/2024

Application of the Eight Principles of UNCRPD to Achieving a Prosperous Organization

In this article, we introduce the UNCRPD and its relevance to Kenya. We also provide some insights on how the eight principles of UNCRPD can be applied to achieve an inclusive organization.

What is UNCRPD?
The United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) is an international treaty adopted by the United Nations in 2006. It aims to promote, protect, and ensure the full and equal enjoyment of all human rights and fundamental freedoms by persons with disabilities.

How is UNCRPD relevant to Kenya?
Kenya signed the UNCRPD on March 30, 2007, and ratified it on May 19, 2008. This means that Kenya has formally agreed to be bound by the provisions of the Convention and is committed to implementing its principles and obligations at the national level. As such, UNCRPD forms part of Kenya’s national laws.

+Legal obligation: By ratifying the UNCRPD, Kenya is legally obliged to respect, protect, and fulfill the rights of persons with disabilities as outlined in the Convention.

+Domestication: The ratification encourages a country to develop and enhance laws, policies, and programs that promote the rights and inclusion of persons with disabilities.

+Resource allocation: The government is encouraged to allocate resources and support initiatives to improve accessibility, education, health care, and employment for persons with disabilities.

+Reporting and accountability: Kenya must submit regular reports to the UN Committee on the Rights of Persons with Disabilities, detailing the measures taken to implement the Convention and the progress made. For instance, the National Council for Persons with Disabilities (NCPWD) is mandated to track progress made by Ministries, Departments, and Agencies (MDAs) in achieving disability inclusion.

How can the eight principles of CRPD be applied in my organization?

Globally, it is becoming a best practice for any well-meaning and progressive organization to achieve inclusion. Applying the principles of the UNCRPD within an organization involves creating an inclusive environment that respects and promotes the rights of persons with disabilities. Here is how each principle can be integrated into an organization:

+Principle 1: Respect for dignity. This principle recognizes the inherent dignity and worth of all individuals with disabilities. An organization should foster a culture that values all individuals. This can include training staff to recognize and uphold the dignity of persons with disabilities in all interactions.

+Principle 2: Non-discrimination. This principle ensures that persons with disabilities are not discriminated against and have equal access to rights and opportunities. Therefore, an organization should implement policies that ensure equal employment opportunities, prohibit discrimination based on disability, and regularly review practices to identify and address potential biases.

+Principle 3: Full and effective participation. This principle encourages the involvement of persons with disabilities in decision-making processes. An organization, for example, can create inclusion committees that include disabled individuals to provide input on organizational policies and practices.

+Principle 4: Equality of opportunity. This involves providing equal chances for persons with disabilities to achieve their potential and access resources. Some practices an organization can consider include developing programs that promote professional development and career advancement for employees with disabilities and ensuring that recruitment processes are fair and accessible.

+Principle 5: Accessibility. This principle concerns ensuring that the built environment, information, and communication are accessible to everyone. An organization can conduct accessibility audits of physical spaces and digital content to identify and remove barriers. It can also implement necessary changes to ensure all facilities and resources are accessible to everyone.

+Principle 6: Gender equality. This principle recognizes that women and girls with disabilities may face multiple forms of discrimination and advocate for their rights. As such, an organization ought to recognize the unique challenges faced by women and girls with disabilities and create targeted initiatives to support their rights and opportunities.

+Principle 7: Respect for differences. This principle acknowledges and values the diversity of persons with disabilities, including cultural and linguistic differences. Therefore, an organization can promote understanding of these diverse experiences and create disability awareness among all staff members to foster an inclusive culture.

+Principle 8: Empowerment. This principle calls for supporting individuals in making own choices and controlling their lives. An organization can offer resources and support that allow individuals with disabilities to voice their needs and preferences. It can also encourage self-agency and provide tools that help individuals take control of their own work and lives.

What are the benefits of a disability-inclusive organization?
A disability-inclusive organization brings numerous benefits to the organization itself and its broader community. Some of the benefits are highlighted below.

+Legal Compliance: An inclusive approach helps organizations meet legal requirements related to disability rights and anti-discrimination, reducing legal risks. One such requirement is employment quotas, which require public and private organizations to reserve five per cent of all positions for persons with disabilities (Constitution of Kenya 2010, Persons with Disabilities Act, 2003).

+Tax incentives to private employers. Section 16 of the Persons with Disabilities Act (2003) incentivizes a private employer. The Act entitles them to apply for a deduction from an employee’s taxable income equivalent to twenty-five per cent of the total amount paid as salary and wages to such employee. Also, an employer who provides reasonable accommodation for employees with disabilities can apply for additional deductions from their net taxable income equivalent to fifty per cent of the direct costs of the improvements, modifications, or special services.

+Wider market reach. When an organization provides goods and services that utilize Universal Design, it is likely to reach a broader market than those designed with limited design.

+Diversity of talents and enhanced innovation. By embracing inclusivity, organizations can access a broader range of skills and perspectives, enhancing decision-making, creativity and problem-solving. Diverse teams bring different viewpoints, leading to innovative ideas and solutions that can drive organizational success.

+Higher staff retention rates. Employees are likelier to stay with an organization that values diversity and inclusion, reducing turnover costs. This is because they are assured of considerate internal policies that respect their rights and provide for the general needs of all staff.

+Enhanced team collaboration and productivity. An organization that respects diversity and provides for different needs eventually builds a solid team that focuses on collaboration and subsequently achieves high productivity.

+Stronger brand reputation. Organizations known for their commitment to inclusion tend to enjoy a positive public image, attracting customers and partners who value corporate social responsibility.

+Better social impact. An inclusive organization significantly contributes to building a more equitable society and enhances its overall mission and social responsibility.

Conclusion
To achieve a disability-inclusive organization, we need to become aware of the need, embrace inclusive policies, and build a culture of inclusion in our organization. By doing so, you will create an organization that is a more inclusive, equitable, and supportive environment for all employees and stakeholders. Such an organization will be responsive to humanity's diverse needs, thereby achieving human rights. All organizations need to embrace and practice disability inclusion in their service delivery. Disability inclusion is a non-negotiable for progressive and well-meaning organizations, and only those who value and embrace diversity can outlive time.

Nathaniel Muthomi is the author of this article. He is a seasoned disability inclusion expert with over 12 years of experience supporting the inclusion agenda for government and non-government organizations nationally and internationally. He currently works with Wisena Consultancy Wisena Consultancy, which provides disability-inclusive solutions such as policies, strategic plans, research, curriculum, and training, among other services.

01/10/2024

Does your organization's Strategic Plan and policies reflect disability-inclusive practices? We are keen to help you create an inclusive environment for your organization. Please reach out to us today for a solution.

26/09/2024

Something high level coming up.
See the link below.

https://x.com/LimitedWisena/status/1838253314510594075?t=eh2lOCzGKLLx1al6rOyOWg&s=19

Cc Wisena Consultancy, Nathaniel Muthomi

20/09/2024

20/09/2024

Reach Us Today For:
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Wisena Consultancy is a firm that specialises in research, policy and project management services. Our strengths are in education, disability and child protection.

19/09/2024

Sabatia Eye Hospital is an independent, not-for-profit hospital founded in 1996 that specialises in eye care. The main Hospital is in Vihiga County, with clinics in Kisumu and Eldoret Cities. In 2021, Wisena Consultancy supported Sabatia Eye Hospital in developing its Strategic Plan for 2022-2026. After about two and a half years of implementation, we facilitated a mid-term review of the Strategic Plan implementation.

Why is the review important?
Reviewing a strategic plan serves several important purposes. First, it will ensure the Hospital's goals and strategies align with its mission and vision, making necessary adjustments as circumstances change. Second, the Hospital will assess progress towards strategic objectives, allowing teams to identify successes and areas needing improvement. Third, it will aid the Hospital in adapting to new trends, market conditions, and emerging challenges. Fourth, the Hospital will evaluate whether resources are allocated effectively and efficiently toward the most impactful initiatives. Other reasons include accountability to stakeholders and learning by reflecting on the experiences.

What are the steps of the review?
The steps of the Strategic Plan review include 1) a desk review of the progress and financial reports; 2) a workshop with the board and staff to provide feedback and develop an action plan; 3) consolidation of feedback; 4) validation; and 5) a final review of the report and action plan.

Who was involved in the review?
The review involved the board of directors, executive leadership, senior management, and staff. Ideally, a diverse group of stakeholders ought to be involved to achieve a comprehensive review incorporating multiple perspectives and fostering a collaborative approach to strategy.

What are the outputs achieved from the review?
The output of a strategic plan review typically includes several key elements. The most crucial output is an action plan, which outlines the specific initiatives, responsibilities, and timelines based on the review findings. This plan provides a clear roadmap for the future, ensuring the Hospital remains on track to achieve its strategic vision. Other outputs include comprehensive reports detailing progress toward strategic goals, including metrics, achievements, and areas for improvement, as well as documenting the lessons and challenges and making recommendations to the Board and management.

We support organizations in developing their policy and strategic directions. Reach us now for more information.

CC: Wisena Consultancy Nathaniel Muthomi

19/09/2024

Sabatia Eye Hospital is an independent, not-for-profit hospital founded in 1996 that specialises in eye care. The main Hospital is in Vihiga County, with clinics in Kisumu and Eldoret Cities. In 2021, Wisena Consultancy supported Sabatia Eye Hospital in developing its Strategic Plan for 2022-2026. After about two and a half years of implementation, we facilitated a mid-term review of the Strategic Plan implementation.

Why is the review important?
Reviewing a strategic plan serves several important purposes. First, it will ensure the Hospital's goals and strategies align with its mission and vision, making necessary adjustments as circumstances change. Second, the Hospital will assess progress towards strategic objectives, allowing teams to identify successes and areas needing improvement. Third, it will aid the Hospital in adapting to new trends, market conditions, and emerging challenges. Fourth, the Hospital will evaluate whether resources are allocated effectively and efficiently toward the most impactful initiatives. Other reasons include accountability to stakeholders and learning by reflecting on the experiences.

What are the steps of the review?
The steps of the Strategic Plan review include 1) a desk review of the progress and financial reports; 2) a workshop with the board and staff to provide feedback and develop an action plan; 3) consolidation of feedback; 4) validation; and 5) a final review of the report and action plan.

Who was involved in the review?
The review involved the board of directors, executive leadership, senior management, and staff. Ideally, a diverse group of stakeholders ought to be involved to achieve a comprehensive review incorporating multiple perspectives and fostering a collaborative approach to strategy.

What are the outputs achieved from the review?
The output of a strategic plan review typically includes several key elements. The most crucial output is an action plan, which outlines the specific initiatives, responsibilities, and timelines based on the review findings. This plan provides a clear roadmap for the future, ensuring the Hospital remains on track to achieve its strategic vision. Other outputs include comprehensive reports detailing progress toward strategic goals, including metrics, achievements, and areas for improvement, as well as documenting the lessons and challenges and making recommendations to the Board and management.

We support organizations in developing their policy and strategic directions. Reach us now for more information.

CC: Nathaniel Muthomi, Wisena Consultancy