Prayatna Nepal Symposium on Disability-Inclusive Development
Author: Jalasa Sapkota
Published: 20 Jan 2024 - Updated: 4 Nov 2026
Publication Type: Informative
Table of Contents:
Synopsis - Definition - Overview - FAQs - Insights, Updates - Related Content
Synopsis
This information reports on a symposium organized by Prayatna Nepal, a nonprofit that works for the rights of persons with disabilities, attended by people from the security sector, universities, UN agencies, institutions and young professionals. Led by founder chairperson Sarita Lamichhane and youth disability activist Jalasa Sapkota, sessions covered the charity, medical, social welfare and human rights models of disability, Nepal's legal definitions and its ten types of disability, and the color-coded disability card system. Participants also discussed etiquette and language, universal design, reasonable accommodation, digital access and the shift from community-based rehabilitation to community-based inclusive development. The report is useful for organizations in Nepal and other low and middle income countries looking for practical steps to include disabled people in hiring, programs and leadership.*
At a Glance
- 1 - Participants voted to adopt the human rights model of disability.
- 2 - Nepal issues red, blue, yellow and white disability cards by severity.
- 3 - Gaps were analyzed with the ACAP model of attitude, communication, access and participation.
- 4 - Recommendations included inclusive job adverts and recruitment, accessible buildings and disabled people in leadership roles.
Topic Definition
- Disability-Inclusive Development
Disability-inclusive development is an approach to development work in which people with disabilities take part in, shape and benefit from programs, policies and services on an equal basis with others. It is based on the human rights model of disability set out in the UN Convention on the Rights of Persons with Disabilities, and it focuses on removing attitudinal, physical, communication and policy barriers rather than treating disability as a separate charity issue.
Overview
A transformative event took place, showcasing strong commitment from diverse organizations and stakeholders to propel the cause of disability inclusivity. Spearheaded by Prayatna Nepal, a non-profit organization dedicated to enhancing the rights and empowerment of persons with disabilities, the symposium delved into nuanced aspects of disability, aiming to catalyze the emergence of a society that embraces inclusivity.
This symposium convened a diverse array of participants from the security sector, academia, UN agencies, various institutions, and young professionals. The event featured facilitators: Miss Sarita Lamichhane, Founder Chairperson of Prayatna Nepal, a renowned authority on gender and disability rights, and Miss Jalasa Sapkota, a youth disability activist. Their insights played a pivotal role in steering the discussions towards meaningful outcomes.
Central to the symposium was the exploration of the evolutionary trajectory of the concept of disability. Animated discussions on dissecting historical perspectives and evolving notions of disability took center stage. A voting process, centered on the election manifestos of four political parties, led to conclusions on the most inclusive approach in understanding four models of disability: the charity model, medical model, social welfare model, and human rights model. Consensus from voting emerged to embrace human rights of disability as the measure, as participants voted for the same.
The definitions of disability were discussed, with facilitators underscoring three critical conditions: long-term impairment, functional impairment, and participation restriction. Notably, insights into Nepal's laws and identification of ten distinct types of disabilities were also explored.
Nepal's government has taken substantial strides in addressing the severity of disabilities through a categorization system involving disability cards. Profound disabilities are marked by a red card, severe disabilities by a blue card, moderate disabilities by a yellow card, and mild disabilities by a white card.
The symposium emphasized etiquette and communication in the context of disability inclusion, providing participants with invaluable insights into appropriate terminologies and behaviors when engaging with individuals with disabilities.
In another session, Inclusive Organizational Development and the distinction between universal design and accessibility, participants gained insights into the concept of reasonable accommodation, basic guidelines on making physical accessibility, and digital accessibility to assist all kinds of disabilities. Discussions revolved around how organizations are integrating disability-inclusive development into their operations, emphasizing the significance of reducing barriers. Guiding principles for Disability-Inclusive Development were delineated, promoting a holistic approach to development.
The transition from Community-Based Rehabilitation (CBR) to Community-Based Inclusive Development (CBID) was explored, showcasing evolving strategies in this domain.
In the segment analyzing gaps in disability inclusion, participants were equipped with insights on identifying barriers within the ACAP model (Attitude, Communication, Access, Participation) to uncover gaps and propose solutions for disability-inclusive development. The interconnection of disability rights and human rights was discussed in relation to achieving sustainable development goals. The concept of marginalization was explored with a focus on three key assessments: identification, internalization, and contextual understanding of disability.
The symposium concluded with impactful recommendations to infuse disability inclusion into organizational programs, ranging from creating disability-inclusive job vacancies and ensuring inclusive job recruitment to fostering awareness through workshops, implementing pragmatic policies, ensuring physically accessible infrastructure, digital and communication accessibility, and prioritizing diverse representation in leadership roles.
In the collective reflection of participants, a shared understanding emerged that disability inclusion is not a luxury but requires consideration and an understanding of intersecting needs to drive positive attitudes and policies. It is an attainable goal, not an unattainable dream.
This symposium signifies a pivotal milestone in the ongoing journey towards creating a society where individuals with disabilities can fully participate and thrive. Prayatna Nepal, in collaboration with stakeholders, remains resolute in driving positive change and advocating for disability inclusion on all fronts.
Frequently Asked Questions
NOTE: Researched FAQs by Disabled World (DW)
What is the human rights model of disability?
It sees disabled people as rights holders entitled to equal dignity and participation, and places responsibility on society and governments to remove barriers and protect those rights.
How does the social model differ from the medical model?
The medical model treats disability as a health problem to be fixed in the person, while the social model holds that barriers in society are what disable people with impairments.
What is community-based inclusive development?
Community-based inclusive development builds on community-based rehabilitation, aiming to make all local services, such as schools, health care and jobs, inclusive of disabled people rather than only offering separate rehabilitation.
Has Nepal ratified the UN disability convention?
Yes, Nepal ratified the Convention on the Rights of Persons with Disabilities in 2010, and its 2017 disability rights act draws on it.
What is reasonable accommodation?
Reasonable accommodation means changes or adjustments, such as flexible hours, adapted equipment or accessible formats, that allow a disabled person to work or take part on an equal basis.
What is the difference between universal design and accessibility?
Universal design aims to create products and spaces usable by everyone from the start, while accessibility often refers to meeting specific standards or adapting existing settings for disabled people.
How can organizations make job vacancies disability inclusive?
They can post adverts in accessible formats, state that disabled applicants are welcome, offer accommodations during interviews and focus job requirements on essential tasks.
Why is respectful language important in disability inclusion?
Respectful language avoids stereotypes and shows that disabled people are valued as individuals. It is best to ask people how they prefer to be described.
Insights, Analysis, and Developments
Editorial Note: Training events like this matter because many organizations want to include disabled people but lack the knowledge to change hiring, buildings and programs in practical ways. Moving from a charity or medical view of disability to a rights-based one shifts the question from what a person cannot do to which barriers an organization needs to remove. Nepal's disability card system links people to services and benefits, but advocates have long pointed to delays and uneven access, especially in rural areas. Organizations taking part in such training can show its value by publishing what they change afterward, such as accessible job notices or new workplace accommodations.*
Author Credentials: Jalasa Sapkota is a visually impaired writer, researcher, and advocate for disability inclusion. With a background as a former Research Assistant at Diverse Patterns Limited and now as a Resource Person for the International Council for Education of People with Visual Impairment's (ICEVI) Gender Equality and Women's Rights Task Group, she has dedicated her career to advancing the rights and opportunities of persons with disabilities. Visit Jalasa's biography for comprehensive insights into her background, expertise, and accomplishments.
* Editorial additions by Ian C. Langtree.