I joined the remote work revolution in June 2019 – nearly half a year before the pandemic. Since then, I’ve seen remote work creating boundless opportunities in the workforce for people with disabilities (PWDs) like me.
I have a rare genetic disease but the diagnosis was delayed because the symptoms mimic that of other illnesses. The late diagnosis robbed me of some physical functions. Just when I lost all hopes of ever getting a job or developing my skills, I was hired by Genashtim Pte Ltd, a 100% remote work company with a mission to provide sustainable and gainful employment for the disadvantaged.
Genashtim’s Pandemic-Proof Remote Work Model
Genashtim began its full remote operations 12 years before the pandemic necessitated work-from-home due to the global health crisis that sent humanity to self-imposed lockdowns.
Founded by Thomas Ng in 2008, Genashtim’s remote work model evolved to accommodate workers from various disadvantaged backgrounds. In addition to PWDs, the for-profit remote social enterprise also focuses on employing refugees, retirees, women from oppressed environments, and others who face challenges finding reliable and stable employment.
The company’s employees, comprising over 60% of PWDs, all work remotely. Exposure to remote work minutiae made me realize how it tears down barriers, creating unprecedented opportunities for a more inclusive workforce, particularly for people with disabilities (PWDs).
How does remote work enable ability within disability through opportunity?
Remote work embodies the quote, “Don’t wait for opportunity. Create it.” Indeed, by creating an opportunity for PWDs to showcase their skills and acumen, remote work is trailblazing a customizable yet highly effective work mode, benefiting businesses and employees.
In this blog post, I will explore six factors on how remote work catalyzes positive change – offering flexibility, accessibility, possibilities for professional growth, and creating meaningful work opportunities for PWDs.
- Special Needs Friendly Work Schedules
Many PWDs have medical conditions and special needs like physiotherapy, hospital appointments, and maintenance therapy. While it’s true that the productivity of PWDs must match able-bodied workers’ level, on-site workplaces typically don’t have the flexibility PWDs require. This is why remote work liberates PWD workers; they can care for themselves better and maximize their productivity to match or even exceed able-bodied workers’ output.
I have a central nervous system (CNS) disorder which induces migraines and nausea, requiring me to go off-screen for certain periods of time. With my inherently flexible work environment, I can take breaks during the episodic headaches and screen-sensitivity and return to work with renewed energy and better composure.
Remote work’s personalized schedules make managing medical appointments, coping with varying energy levels, or working during hours that align with peak productivity so much easier – take it from my quadriplegic colleague who is ventilator dependent. It also builds employee loyalty and retention, reducing attrition, and creating a win-win situation.
- Low-Risk Access to the Workplace
As a schoolgirl, I noticed a blind man board the bus to work when I traveled to school to attend co-curricular activities on Saturdays. Unfortunately, he met with an accident while crossing the road one day. That was the last time I saw him.
Yes, commuting to and from work poses high risks to PWDs. In countries like Malaysia, where public transportation doesn’t have an extensive network, commuting is a huge physical obstacle for PWD workers. Cabs are expensive, and not all PWDs can drive or afford cars.
Currently, most PWD workers work from home, and so do I. I can’t help but wonder if the blind man I observed as a girl had worked from home. He could have avoided that accident. The safety and convenience of working from home are UNDENIABLE – it provides PWDs with a workspace tailored to their specific needs, from table height to washroom accessibility. The dangers of losing their balance and sustaining injuries also diminish.
With the right ergonomics setups at home and adaptive technology, individuals with disabilities can create an environment that maximizes their comfort and productivity.
- Expanded Job Opportunities
Geographical locations of traditional employment don’t apply in remote work scenarios. Genashtim’s employees are scattered across all continents except Antarctica. My teammates are from the Philippines and Pakistan.
The takeaway is simple yet powerful – PWDs can access job opportunities that may not have been feasible in a conventional office setting. One can work for remote-friendly companies without relocating. It’s a boon for career growth and is true not only for able-bodied workers but also for PWD workers.
Through remote work, PWD workers with valuable and in-demand skills have a broader employment horizon. They can work for giant tech companies that champion post-pandemic remote work continuity and gain career progress – all without relocating and making big lifestyle changes.
There’s a marked increase in employers dedicated to the diversity of perspectives and skills, corporate social responsibility (CSR), and environmental, social, and governance (ESG) best practices. With customers also choosing to patronize businesses committed to inclusive hiring practices and environmental consciousness, employers are more open to welcoming PWDs into various roles.
- Adaptive Technology Integration
Technological advancements enhance PWDs’ quality of life and enable them to work and gain financial independence.
The digital nature of remote work has prompted a surge in the development and adoption of adaptive technologies. These tools cater to various disabilities, providing solutions like screen readers, speech recognition software, and customizable interfaces. With adaptive technology, even the most severely disabled can work and fulfill, not only their needs but also that of their families.
As companies invest in these technologies to facilitate remote collaboration, individuals with disabilities are finding themselves equipped with the tools they need to excel in their roles.
- Inclusive Company Cultures
Remote work is fostering a cultural shift within companies towards inclusivity and diversity.
Diverse cultures in the workplace do more than meet ESG-compliant strategies and attract conscientious customers. The diversified cultural practices bring the best of each culture to the table, creating a melting pot of strengths and advantages. It also allows co-workers to bask in their similarities and celebrate their differences, bringing communities closer.
During my team’s weekly and department’s monthly virtual coffee talks, I get to know my colleagues’ unique lifestyles, food, and culture and share my own. We bond over music, life choices, and ideologies, fostering togetherness and harmonizing teamwork.
Organizations are recognizing the importance of creating environments where every employee feels valued and supported regardless of ability. Remote work allows companies to actively promote inclusive policies, educate their workforce about disability awareness, and celebrate the unique strengths that PWDs have to their organizations’ benefit.
- Professional Development and Entrepreneurial Opportunities
Remote work enterprises can work with human resources and science and technology governmental agencies to conduct online upskilling workshops for PWDs.
It’s also easier for PWD workers to attend these workshops because travel, accommodation, and meals are ruled out – so is the associated inconvenience. Government agencies don’t have to organize the workshops elaborately since they are conducted digitally, and the announcements for the workshops are also more targeted and cost-effective.
Remote companies can train their PWD employees without the hassle of conducting physical classes. With collaborative tools like Zoom and MS Teams, training can be done online, eliminating physical hazards and lags for PWD employees.
PWDs can upgrade or enhance their existing skills, increase their employability, and add to their credentials by taking online courses. Companies can also fund their PWD employees to take extensive and technical online courses to develop their aptitudes in specific areas.
Remote work is not just about traditional employment; it’s also opening avenues for entrepreneurship. Individuals with disabilities are leveraging remote platforms to start their businesses, offering goods and services that cater to niche markets.
The digital landscape provides a level playing field for entrepreneurs, allowing them to showcase their talents and expertise without the constraints of physical storefronts.
Conclusion
Remote work is not merely a shift in how we work; it’s a transformative force reshaping the fabric of our professional lives.
For PWDs, this paradigm shift brings newfound personal and professional growth opportunities. By embracing flexibility, investing in adaptive technology, fostering inclusive cultures, and expanding job, learning, and entrepreneurial opportunities, remote work is paving the way for a more diverse, accessible, and empowering future.
As we navigate this remote work revolution, let us realize the untapped potential and resilience of PWDs, recognizing that their abilities are not defined by physical or cognitive differences but rather by their distinctive, fresh perspectives and talents.
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