When I was 17, I experienced complications from chemotherapy during my leukaemia relapse and I was paralysed from the waist down.
Since then, this four-wheeled device I use to get around the city has become an integral part of my daily life and identity.My sporting journey started when a Paralympian approached me during my hydrotherapy session at the public pool. I was convinced to try sailing, both as a way to stay active and occupied.
Many recruiters I have met seem to assume that being in a wheelchair automatically translates to being “less qualified”, “less competent” and “less productive”, without even getting to know me or my capabilities. Despite graduating with a finance degree, with more than a decade of working experience under my belt, a lot of the job offers I receive to this day are simple deskbound roles that didn’t match my qualifications.
Trying to explain how my condition would not affect others was something I had to do, and I have constantly struggled with the need to do this throughout my career. Inclusive hiring doesn’t end at the employment process. It takes a lot of effort and sensitivity to build disability etiquette within the company culture as well.I have only had one instance when I never faced any issues or received any doubtful looks while hunting for a job, and that’s the place where I am working now – as an analyst at Accenture.
As it turns out, my disability wasn't a factor in the recruitment process, and several weeks later, I was elated to receive the call that I got the job. In 2021, I coordinated sign language classes for our Southeast Asia teams and conducted an ethics training workshop to promote inclusivity and accessibility for PWDs in the workplace. This included ideas for hiring managers to present themselves more inclusively and create accessible office facilities.
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