1.1 Introduction
Disability refers to a condition that restricts an individual's ability to perform certain activities, often resulting from physical, sensory, or mental impairments (World Health Organization, 2011). Physical disability specifically involves limitations in mobility, dexterity, or other bodily functions, which can affect a person's ability to participate fully in economic, social, and educational activities. In Nigeria, people with physical disabilities constitute a significant portion of the population, yet their participation in the labor market remains considerably low compared to their non-disabled counterparts. Employment is not only a source of income but also a means of social inclusion, self-reliance, and personal dignity. Studies have reported that societal perceptions and negative attitudes toward disability often prevent employers from hiring individuals with physical disabilities (Olatunji, 2019).
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are significance of the study, scope of work, research hypothesis and questions, limitation of the study and definition of terms.
1.2 Background of Study
Historically, employment for persons with physical disabilities in Nigeria reflects a long-standing struggle for inclusion, accessibility, and social recognition. Historically, persons with disabilities were often marginalized and excluded from formal economic activities, largely due to societal perceptions that regarded disability as incapacity or dependence (Oladipo, 2020). In pre-colonial Nigerian societies, individuals with physical disabilities were sometimes cared for within family units or communities but had limited opportunities to participate in productive labor beyond domestic or subsistence activities. On the other hand, this exclusion was not uniform across all communities, as some traditional systems allowed engagement in specialized roles or crafts that accommodated physical limitations.
Employment is widely recognized as a critical factor in social and economic development, offering individuals the opportunity for financial independence, social inclusion, and personal fulfillment. According to the World Health Organization (2011), people with physical disabilities face significant challenges in participating fully in societal activities, including employment, due to both physical and social barriers. It has been reported that globally, individuals with disabilities are less likely to be employed than their non-disabled peers, accentuating systemic exclusion and discrimination in labor markets (International Labour Organization, 2016).
Oladipo (2020) asserted that while the Discrimination Against Persons with Disabilities (Prohibition) Act, 2018, provides a statutory basis for equal employment opportunities, enforcement remains weak, and many organizations fail to comply with inclusive practices. Similarly, Okafor and Eze (2019) stated that socioeconomic factors such as poverty, lack of education, and limited access to vocational training significantly restrict the employability of persons with physical disabilities in Nigeria.
Employers' attitudes and societal perceptions also play a crucial role in shaping employment opportunities. Schur, Kruse, Blanck, and Heflin (2013) affirmed that negative stereotypes regarding the productivity and capabilities of persons with disabilities often influence recruitment, promotion, and retention practices. In Nigeria, Adebayo and Akinwale (2016) contended that physical and infrastructural barriers, including inaccessible workspaces, transportation challenges, and lack of adaptive technologies, further limit the participation of physically disabled individuals in the labor market. On the other hand, workplaces that adopt inclusive policies, provide reasonable accommodations, and implement awareness programs demonstrate better retention and productivity among employees with physical disabilities.
Education and skills development have also been identified as critical determinants of employment. Eze (2017) reported that limited access to quality education and vocational training reduces the capacity of persons with physical disabilities to compete effectively in the formal labor market. Yorke (2006) asserted that employability encompasses not only the acquisition of skills and knowledge but also the ability to adapt to workplace requirements, highlighting the interplay between individual capabilities and systemic support.
Global perspectives further illustrate that the low employment rate of persons with physical disabilities is not unique to Nigeria. Heyer (2014) stated that countries with strong policy enforcement, accessible infrastructure, and incentives for inclusive hiring demonstrate higher employment rates among persons with disabilities. On the other hand, these studies indicate that policy alone is insufficient without practical implementation, societal attitudinal change, and infrastructural support. This study is set against the backdrop of understanding the complex interplay of attitudinal, infrastructural, educational, policy-related, and socioeconomic factors that influence the low employment rate of people with physical disabilities in Nigeria.
1.3 Statement of Problems
Investigation revealed that the employment rate of persons with physical disability in Nigeria is significantly low. Also, access to quality education and vocational training is limited for many persons with physical disability, which reduces their employability and restricts opportunities to develop marketable skills (Egharevba, 2016).
Additionally, even when educational qualifications are attained, the transition to formal employment is constrained by workplace inaccessibility, negative employer attitudes, and limited reasonable accommodations, all of which reduce inclusion and career progression (Akinbola, 2020).
Furthermore, the effectiveness of existing legal and policy frameworks aimed at promoting inclusive employment is inconsistent. Although laws such as the Discrimination Against Persons with Disabilities (Prohibition) Act exist, enforcement mechanisms are weak, and many organizations do not comply, leaving persons with physical disability vulnerable to exclusion (Federal Republic of Nigeria, 2019). It is against this backdrop that this study seeks to examine the factors influencing the low employment rate of persons with physical disability in Nigeria.
1.4 Aim and Objectives of Study
The aim of this study is to investigate the factors influencing the low employment rate of people with physical disability in Nigeria.
The specific objectives of the study are to:
- Examine the impact of educational access and vocational training on employability of persons with physical disability.
- Assess the role of workplace accessibility and employer attitudes on employment opportunities.
- Evaluate the effectiveness of existing legal and policy frameworks in promoting inclusive employment.
- Investigate socio cultural perceptions and their influence on career advancement for persons with physical disability.
- Identify economic and structural challenges within the labour market that hinder employment of persons with physical disability.
1.5 Research Questions
Based on the stated objectives, the study seeks to answer the following research questions:
- How does access to education and vocational training influence the employability of persons with physical disability in Nigeria?
- To what extent do workplace accessibility and employer attitudes affect employment opportunities for persons with physical disability?
- How effective are existing legal and policy frameworks in promoting inclusive employment for persons with physical disability?
- What role do socio cultural perceptions play in shaping career progression and labour market inclusion for persons with physical disability?
- How do economic and structural challenges within the Nigerian labour market affect the employment of persons with physical disability?
1.6 Research Hypotheses
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
- H01: There is no significant relationship between existing systemic factors (educational access, workplace accessibility, policy frameworks, and socio cultural perceptions) and the employment rate of persons with physical disability in Nigeria.
- H02: Educational access and vocational training have a significant effect on the employability of persons with physical disability in Nigeria.
- H03: Workplace accessibility and employer attitudes significantly influence employment opportunities for persons with physical disability.
- H04: Implementation of legal and policy frameworks significantly improves inclusive employment for persons with physical disability.
1.7 Significance of Study
It is believed that at the completion of the study, the findings will benefit employers and private sector organizations by highlighting the potential of persons with physical disability as productive members of the workforce when provided with reasonable accommodations and supportive work environments.
Furthermore, Government agencies will benefit as the findings will guide the design and enforcement of policies that enhance inclusive employment. In addition, educational and vocational training institutions will find the study useful in shaping inclusive programs that improve employability.
Lastly, this research will stimulate dialogue among stakeholders, promote evidence based decision making, and encourage societal shifts toward valuing the contributions of persons with physical disability in Nigeria's workforce.
1.8 Scope of Study
The scope of the research is focused on the examination of factors influencing the low employment rate of people with physical disability within Lagos State, Nigeria.
1.9 Limitations of the Study
During the course of this study, there were some problems encountered which stood as limitations to the research work. Some of the limitations include:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
- Initial Cooperation Delay from Respondents: A particular limitation of this work came as a result of the respondent refusal to offer their cooperation at the initial time they were contacted. This contributed in making the success of this research study difficult.
1.10 Definition of Terms
Employment:
Employment is defined as the engagement of an individual in productive economic activities that generate income and provide social participation opportunities. In the context of this study, employment refers specifically to formal and structured work accessible to persons with physical disability (World Health Organization & World Bank, 2011).
Physical Disability:
Physical disability refers to long term impairments that limit an individual's mobility, physical functioning, or dexterity, including conditions such as spinal cord injuries, limb loss, and musculoskeletal disorders. Such impairments affect daily activities and employment opportunities in environments that are not adapted to their needs (Mitra, Posarac, & Vick, 2013).
Inclusive Employment:
Inclusive employment is the equitable participation of persons with physical disability in the labour market, characterized by accessibility, reasonable accommodation, non discrimination, and equal opportunities for career advancement (International Labour Organization, 2017).
Systemic Barriers:
Systemic barriers are institutional, structural, and policy related obstacles that restrict equal access to employment. Examples include inaccessible workplaces, weak enforcement of disability laws, and discriminatory recruitment practices (Akinbola, 2020).
Socio Cultural Perceptions:
Socio cultural perceptions refer to beliefs, attitudes, and social norms that influence how individuals with physical disability are perceived in society and the labour market. Negative perceptions often reduce employment opportunities and career progression (Egharevba, 2016).
Vocational Training:
Vocational training is structured education that provides practical skills and knowledge needed for employment. For persons with physical disability, accessibility and specialized instruction are critical for improving employability (Federal Republic of Nigeria, 2019).
…
