FG, Jobberman, Mastercard Partner To Increase Job Quota For PWDs

The federal government, Jobberman Nigeria, and the Mastercard Foundation have increased calls on the Private sector to increase job quotas for Persons With Disabilities (PWDs) in the industry. This aims to bring out the best in them and contribute to national development.

Indications of this development emerged during a recent roundtable on Technology and Employment Inclusion in Marginalised Contexts, convened by Jobberman Nigeria in partnership with the Mastercard Foundation under the Young Nigeria Works programme in Abuja.

In his keynote address, senior special assistant to the President on Special Needs and Equal Opportunities, Mohammed Abba Isa, said it has become incumbent on stakeholders to push for at least a 5% job quota for PWDs, even as he called for an amendment to the National Disability Act for that purpose in private institutions.

The roundtable brought together stakeholders from government, the private sector, civil society, digital platforms, and development organisations to explore ways to address systemic barriers and unlock opportunities within the digital employment ecosystem for Nigeria’s most vulnerable groups, particularly women in underserved communities, people with disabilities (PWDs, and internally displaced persons (IDPs).

Isa lamented that the PWDs have been excluded from employment opportunities, while displaced persons, despite their resilience, often lack access to digital tools and resources. He added that a digital ecosystem that offers equitable access to opportunities will bring justice for all.

Isa said, “As the Senior Special Assistant to the President on Special Needs and Equal Opportunities, I have consistently advocated for the full implementation of the minimum 5% employment quota for PWDs in public institutions.

“However, we must go a step further—I call for an urgent amendment to the National Disability Act to extend this quota to the private sector. No qualified person with a disability should be excluded from contributing meaningfully to our economy.”

In her remarks, Hilda Kabushenga, CEO of the African Talent Company (parent company of Jobberman), urged the government to incentivise private-sector employers to adopt disability inclusion policies, such as income tax exemptions and investment-related tax rebates.

“Technology must be a tool for inclusion, not division. As the world of work continues to evolve, we must ensure no one is left behind,” she said.

Rosy Fynn, Country Director of Mastercard Foundation Nigeria, emphasised the Foundation’s commitment to inclusive economic growth in her remarks, saying, “This roundtable aligns with our goal of enabling 30 million young Africans—especially young women—to access dignified and fulfilling work by 2030.

“Inclusion is not a side conversation. It is the main agenda. We must create systems where marginalised groups are considered and prioritised,” Fynn said.

A key highlight of the event was the presentation and validation of a new research report titled: “Technology and Employment Inclusion in Marginalised Contexts”. The report explores how digital platforms such as job boards, gig and remote work platforms, and social media can unlock access to meaningful employment for marginalised populations.

It also outlines the structural, cultural, and technological barriers these groups face, including low digital literacy, unaffordable data costs, and discrimination in the labour market.

The Technology and Employment Inclusion in Marginalised Contexts research highlights stark inequalities in employment access for marginalised groups in Nigeria. Nearly 9 in 10 employers don’t recruit from these groups, with 72% making no effort toward inclusive hiring.

The reports also exposed skills gaps, transport issues, and bias, which remain significant barriers, yet 55% of PWDs and 44% of displaced women have found work, often through self-employment in creative/media and agricultural sectors.

Poor educational access, as 85% of schools are unequipped for PWDs, compounds the problem, though digital tools and remote work are creating new pathways. The report revealed that employers now cite a need for subsidised inclusivity training and public recognition to drive change.

Breakout sessions focused on three critical groups: women in disadvantaged communities, persons with disabilities, and internally displaced persons. Each session provided space for honest dialogue and collaborative problem-solving, generating insights to inform policy and practice.