The World Health Organization estimates that there are approximately 25 million persons with disabilities in Nigeria, with nearly 40% of people with disabilities in Nigeria having multiple impairments. Of every 10 people with disabilities in Nigeria, approximately 9 live below the poverty line. Persons with disabilities are the most marginalised population, and they are regarded as the most disadvantaged in any community or crisis. This is because disability can significantly reduce access to education, employment, opportunities and resources, therefore, increasing the risk of poverty. Poverty and disability often reinforce each other, creating a cycle.

Particularly, persons with disabilities face various barriers to accessing economic opportunities. Leonard Cheshire estimated the unemployment rate of persons with disabilities in Nigeria (15-24 years) to be 77 per cent, compared to 49 per cent amongst persons without disabilities. Persons with disabilities are underrepresented in the Nigerian labour market, with women with disabilities frequently experiencing the combined disadvantages associated with gender and disability. Moreover, those who are in work face further obstacles to progression.

Addressing unemployment among persons with disability is a multifaceted task. This is because exclusion is often multidimensional and complex.

However, a 2019 Labour Market Assessment Report by Sightsavers Nigeria found two leading barriers to the employment of persons with disabilities in the formal sector. First is that there is a chronic lack of relevant skill sets, aspirational limitations, and a shortage of supply of qualified talents with disabilities for the formal sector in Nigeria. On the other hand, contrary to initial assumptions, most corporate organisations are not necessarily discriminating against persons with disabilities. They only lack the disability confidence to engage talents with disabilities. This presents a two-side of the same problem: a gap in the demand and supply of talents in the formal sector.

Albeit, the Discrimination Against Persons with Disabilities (Prohibition) Act (2019) in Nigeria provides a legal framework for the protection of the rights of persons with disabilities, including their rights to employment. Specifically, the law demands that employers reserve 5% of their workforce for persons with disabilities, and January 2024 is the deadline. Addressing the supply side of talents with a disability is important if the private sector complies with this law. And this starts with formal and informal education for young persons with disabilities. Likewise, employers of labour must develop their disability confidence in order to position to engage persons with disabilities productively. This confidence must begin with inclusive policies that translate to inclusive processes, programs and platforms for all.