According to the World Health Organization, 15 percent of the total global population comprises People With Disabilities (PWD), out of which 80 percent live in low and middle-income countries and 85 percent to 90 percent are unemployed. This huge number is a mega social problem and despite universal efforts, the future of most of them is bleak.
Non-availability of jobs, insensitiveness of many employers as well as government, and the feeling of resignation for being left out or cast aside have left no alternative but to seek charity as sustenance. There are laws enacted to address the issues of PWD and there are social organizations that do care about them; but the task is uphill and challenging. Employers Federation of Pakistan has established the Pakistan Business and Disability Network in association with registered and approved local and foreign organizations such as SightSavers, ILO, GIZ, etc. This employer-led initiative is dedicated to fostering inclusion of PWD in the workplace. Through awareness campaigns, capacity-building efforts, and research-driven advocacy, PBDN aims to empower them and influence government policies for a more inclusive and accessible work environment. The vision is to be an employer-led network championing the inclusion and benefit of PWD in the workplace of public and private organizations.
PWD have to navigate a complex landscape marked by persistent systemic challenges. They usually face lack of sensitivity and empathy, pervasive exclusion and disrespect, inflexibility in terms of work hours and deadlines, and restrictions on their freedom of movement and employment opportunities. They also suffer from non-accessible physical infrastructure such as ramps, toilets, elevator access, as well as accessibility-enhancing software and gadgets. It is more demanding for women with disabilities. Nowadays, work from home is becoming common and hence the employment potential is increasing for PWD. Hiring them even if they work from home can also transform a charity mind-set into an economic strategy. If there is an opportunity that is doable, it should not be limited to those wanting to do it as welfare or charity.
This is where Purple Economy can create the difference by creating an ecosystem that would facilitate opportunities for PWD and enable them to effectively interact with employers and social organizations. This will boost the morale of PWD, and they would be at a vantage position to display excellence. Monetary remuneration through hard work, acceptance of their skills and talent, and unlocking their intrinsic value, would ensure into a culture of inclusion in the economic infrastructure of society and would enrich their determination to be productive and progressive citizens. The positive side is that focus is being accorded to upscaling PWD and the economic potential they can generate as providers and as consumers. Enlightened entrepreneurs who have accepted the fact that employment should be given to PWD are already gearing up to change their lens and once they are able to hire PWD, they are designing transformation in their plants and offices. The icing on the cake would also include on-job training, promoting PWD importance to their employees, customers, and community, and more importantly, ensuring that PWD are treated with respect and dignity. These will usher in an ecosystem of kindness, high performance and even innovation.
When structures and solutions are developed for the needs of PWD, their prospects in the Purple Economy become distinct. As the Purple Economy blossoms, it transforms obstacles into opportunities, enabling a sidelined section of society to dynamically be a factor towards a more broad-based and prosperous society. Once their morale is high, they would willingly pay their share of taxes, become creators, and committed members of society. If they are appreciated, assisted, and regarded, then their inclusion will definitely mean that trade and industry will gain. It will then be the difference between charity and empowerment. It will then be acknowledged that they too can be drivers of economic growth. It will then allow them to lead a life of fulfilment.
Purple Economy is a reality and here to stay. It is incumbent upon employers to be sincere in hiring PWD and not creating a facade to impress that they are for inclusivity. There should be sensitization and awareness training for employees at all levels by organizing brainstorming, consultative, and mentoring sessions to convert their blinkered viewpoints regarding PWD. There should be no social prejudice, nor marginalizing, nor envying them if they are given special treatment. Employers and employees must understand that according to The UN Convention on the Rights of Persons with Disabilities (which Pakistan has ratified), “Persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others”. It is disconcerting to note that despite stipulation of hiring 5 percent in Sindh and 3 percent in Punjab, some narrow-minded employers prefer to pay a fixed monthly penalty instead of hiring PWD and investing in facilities for them.
The ILO Global Business and Disability Network Charter outlines ten key principles that help companies create equal opportunities for PWD. These principles include pragmatic indicators that would ensure into a progressive and inclusive ecosystem for PWD. Adhering to these principles would develop the critical mass of PWD and enable them to face challenges and combat tacit or apparent stigma as well as being stereotyped as psychosocial outcasts. A PWD very poignantly stated that “Having a disability doesn’t mean that we aren’t able to contribute. We want to work. There should be opportunities for us. It’s not the case that if we earn, the money will remain with us. We’re going to spend it; money will circulate, and go back to the economy. So, there should be opportunities to utilize our skills and talents.”
Copyright Business Recorder, 2026
The writer is President Employers Federation of Pakistan