EDITORS DESK
I thought I already knew a lot of things about Persons With Disability. I’m aware of their need not just for understanding but also respect, and their clamor for more opportunities in life, as mere sympathies for them are just empty words. There is much more to learn, to empathize, and most of all, to advocate for Persons With Disability.
A friend from college who assists the Philippine Business and Disability Network (PBDN) introduced me to Maria Criselda Bisda, or Krissy. She is an HR professional and a consultant of the PBDN.
“Finding a job was not an easy journey,” Krissy said. “It was very unthinkable for companies to hire a blind person to work for them.”
Back in the early 2000s, companies and organizations in the Philippines didn’t have enough knowledge on how to promote diversity and inclusion in the workplace. Even so, it didn’t hinder Krissy from trying and applying for jobs. There were a lot of rejections, but it just motivated Krissy to be persistent. Eventually, she was hired by a foreign company, which was then more open to hiring Persons With Disability.
Krissy Bisda
Even with the advancement in recent years of rights for Persons With Disability, the pandemic became a challenge to them. A lot were laid off and forced to support family members who were also out of work. But the network of support among their community was strong, encouraging each one to help the most affected. The work-from-home setup also helped and gave opportunities to Persons With Disability.
But more than the setup and physical facility, Krissy said that Persons With Disability need “psychosocial support” — which means “having an open communication line with supervisors and providing an avenue where employees can express their concerns and opinions on key issues in the workplace and working to solve these issues together.”
Krissy has observed that a lot of companies nowadays are showing a willingness to combat the stigma and misconception against Persons With Disability. There are, however, some companies who still refuse to “open up” and understand the need to promote diversity and inclusivity. In the long run, these close-minded companies will bear the consequences of their actions.
“Companies must be open to extensively improve their understanding of diversity and inclusion. It must not only be awareness by top management and executives, but also the entire stakeholders of that company,” she said. “You can only prove or say that you are really an ally of inclusion when you take concrete steps to do it and put your statement into real action.”
Krissy Bisda (2nd from left) with her co-advocates in disability inclusion.
That said, promoting diversity and inclusion can also bring benefits to the company. In particular, such programs may increase employee loyalty and morale and contribute to the organization's growth. Still, Krissy reminded me to write this – “Remember, diversity and inclusion is not a charity program.”
Policymakers bear a significant role in promoting inclusive employment. At present, there are existing laws and policies such as RA 7277 or the “Magna Carta for Persons with Disability” that was eventually amended to RA 9442 and RA 10754, which detail expanded benefits and privileges that protect the rights of Persons With Disability. In addition, there is also RA 10524 or “An Act Expanding the Positions Reserved for Persons With Disability” and EO 100 or the “Institutionalizing the Diversity and Inclusion Program, Creating an Inter-Agency Committee on Diversity and Inclusion.” Both exist to promote opportunities and workplace inclusion for Persons With Disability.
Krissy expressed that it is the lawmakers’ obligation to do what is best for the citizens. Thereby, they should empower the marginalized sector, who are usually the untapped labor force, and stimulate productivity among them. “Persons With Disability are part of the people who can actually contribute to nation building only if and only when we are being tapped into the labor force.”
With that, she encourages policymakers to widen their perspective and utilize a rights-based approach. “We have to be more progressive, more modern, and strategic with our policies and approaches in addressing the issue of inclusion,” she affirmed.
Being strategic and progressive also applies to all Persons With Disability. With our rapidly digitizing era, a multiskilled workforce is something employers are looking for right now. “Improving yourself both in soft skills and hard skills is something Persons With Disability should be doing right now,” Krissy said.
Readily available online courses, free webinars, and seminars to improve one’s skills can further improve your opportunity to be employed. To truly land on the work that we like, Krissy said, “it is still up to us to find the motivation, the discipline, and the effort.”
“Everything will just go down the drain if we also don't help ourselves,” she stressed.
When asked what is next for her as an advocate and a consultant of PBDN, she said: “I’d still be here. I’d still be continuing my professional practice and advocacy at the same time.” She expressed her desire to continuously build her passion for inclusion within her profession.
Additionally, she plans to pursue a doctorate in partnership with PBDN, which is still anchored on inclusive labor. “If I do that, I’ll be able to help my clients more, given my role as a consultant.”
Indeed, empowering people can allow them to reach greater heights against the odds. Likewise,
providing the appropriate resources and right opportunities can help Persons With Disability thrive in our society.
Companies, organizations, and the government must now intentionally do their part and actively break down barriers for a more inclusive and barrier-free Philippines. Let Krissy’s story serve as inspiration.