Women with disabilities are nearly twice as likely to experience harassment and discrimination compared to men with disabilities. They deal with discrimination not just because of their disability but also because they are women. According to Lean In and McKinsey & Company’s 2021 Women in the Workplace study, less than half of women with disabilities believe they have equal career opportunities. Additionally, nearly a quarter report that their disability has directly led to missed raises, promotions, or career opportunities. Our team at Changeincontent has tried to bring up everything regarding the challenges faced by women with disabilities.
Challenges for women with disabilities: Facts & figures
According to the 2011 census, India has 11.8 million women with disabilities. These women endure daily struggles of discrimination, isolation, and marginalisation. They are more likely to be interrupted, have their judgment questioned, and be labelled as overly emotional or angry. This is especially true when we compare them to abled-bodied women. Furthermore, support from managers remains limited.
Citing the 2011 Census, the report notes that nearly one-third of all individuals with disabilities in India are employed. However, among women with disabilities, only 25% in rural areas and 16% in urban areas are working.
In the European Union, women with disabilities make up 25.9% of the female population and 60% of the overall population of over 100 million people with disabilities. Yet, they face persistent discrimination across various aspects of life, including socio-economic disadvantages, low employment rates, and high poverty levels. Approximately 49% of women with disabilities aged 20-64 are employed, compared to 53.9% of men with disabilities in the same age group.
When analysing full-time employment, only 20% of women with disabilities hold full-time jobs, while 29% of men with disabilities, 48% of women without disabilities, and 64% of men without disabilities are in full-time roles. From the above statistics, we understand that women with disabilities are disproportionately affected, with their employment opportunities and job security lagging far behind those of both men with disabilities and women without disabilities.
Accessibility issues and bias affecting disabled women
Despite the progress we claim to make in the job market, “equal opportunities” still seem out of reach for women with disabilities. This explains why Lalitha Kumaramangalam, former Chairperson of the National Commission for Women, pointed out during a consultation on ‘Expanding Opportunities for Women with Disability’ that one of the biggest challenges for disabled women is access.
From denying ramps and accessible toilets to insisting on online job applications with technology that isn’t disability-friendly, disabled employees face many accessibility issues. Online job portals are supposed to make it easier to apply for jobs and stay updated on vacancies. Yet, what many take for granted becomes a hurdle for disabled people. Without text descriptions for images, captions for audio, multiple navigation options, and accessible document formats, these hiring portals fall short of being truly inclusive.
Job limitation challenges for women with disabilities
Women and people with disabilities often get pushed into “women’s work” or “jobs for the disabled,” which limits their career options and earnings. It usually means they end up in low-paying, unstable, non-union jobs, especially in the food and service industries.
Not to mention the difficulty women with disabilities face accessing jobs in construction, engineering, or leadership positions, roles that society has fancifully labelled as “masculine.” These positions, which often come with better pay and job security, remain largely out of reach due to outdated stereotypes that unfairly link disability with weakness.
Women with disabilities face double bias when it comes to these so-called masculine jobs. They deal with two main problems. First, they face prejudice because of their disability, which assumes they can’t handle demanding roles. Second, they face extra bias just because they are women in male-dominated fields.
Challenges for women with disabilities: Harassment and vulnerability
Stereotypes and discrimination often hit people with disabilities hard in healthcare settings, leaving them feeling uncomfortable and excluded. Plus, there’s a lack of training and guidelines to cater to the specific needs of women with disabilities. It means they face more hurdles than their non-disabled counterparts when trying to access routine health care screenings.
Routine exams like physicals, mammograms, Pap smears, STI tests, and eye exams can be much more challenging for women with disabilities. Physical barriers and biased attitudes often prevent them from getting the care they need. Speaking about physical barriers, over 90% of physicians’ offices don’t have wheelchair-accessible scales. These offices often lack adaptive examination tables, accessible testing rooms, and diagnostic equipment that accommodates disabled women.
The lack of accessibility makes disabled women more vulnerable to abuse. They often face harassment disguised as assistance, especially when getting on or off vehicles. Strangers touch them without consent, thinking they can get away with it. In April 2021, India’s Supreme Court highlighted that women with disabilities, living in a world made for non-disabled people, are often seen as ‘soft targets’ for sexual violence.
The final thoughts
Unfortunately, disability has turned into a gendered issue. Women with disabilities frequently find themselves overlooked and undervalued at work. Factors like job segregation, sexism, and ableism hurt their chances of employment and career growth. If disabled women struggle to access employment, it also means they face a significant pay gap. This results in them having fewer financial resources compared to men with disabilities and women without disabilities.
Many companies fail to specifically address the challenges and perspectives of women with disabilities in their DEI strategies. It’s not solely the responsibility of organisations; the government must also adopt an intersectional approach with positive measures and non-discriminatory hiring practices. We can only take effective action once we understand the employment and pay gaps between women with disabilities, men with disabilities, and women without disabilities.
Sources
Lean In and McKinsey & Company’s 2021 Women in the Workplace
Disability and Gender Gaps. The difficult situation of women with disabilities in the labour market
Persons with Disabilities (Divyangjan) in India – A Statistical Profile: 2021
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
