Despite the existence of laws and policies, due to a lack of implementation, bureaucratic complexities, and structural limitations, visually impaired individuals are still unable to enter the mainstream workforce. I am a visually impaired person. From the very beginning of my life, I have had to move forward by struggling against adversity. Entering the education system and surviving within it—everything was a continuous battle. Despite the lack of a suitable environment, necessary resources, and trained teachers, I eventually completed my higher education from the Department of Sociology at the University of Dhaka.
However, the real crisis in this story begins after academic life ends and the reality of employment strikes. Even after a visually impaired person overcomes obstacles and becomes educated, the uncertainty standing before them is not merely a personal failure; rather, it is a reflection of the structural failure of the state. Bangladesh’s enactment of the Rights and Protection of Persons with Disabilities Act, 2013 is undoubtedly a positive initiative. This law mentions education, employment, accessibility, and equal rights. But the reality is that the law is largely directive. Although responsibilities are defined, there is no clear mention of punishment or accountability for failure. As a result, the law often remains confined to paper. This weakness is most evident in the field of employment.
Although quotas for persons with disabilities in government jobs exist, their effective implementation is extremely limited. Many institutions fail to fulfil this quota on various pretexts, and no accountability is ensured. In this context, the recently introduced Policy on Scribe Services for Public and Class Examinations, by the Ministry of Public Administration, has sparked new controversy. Although it intends to assist, in reality, it risks becoming a tool that limits the independence of visually impaired individuals. Making a visually impaired candidate dependent on a scribe during job examinations means placing them under additional administrative control. This restricts their personal strength. In many cases, the process is conducted in a way that is neither transparent, reliable, nor respectful to the candidates. As a result, instead of providing support, it creates a bureaucratic complexity where visually impaired individuals become more dependent on the system than on their own abilities. In a sense, it risks confining them with control rather than empowering them.
On the other hand, the job market is currently facing a severe crisis. This crisis is challenging for general candidates, but it is even more difficult for visually impaired individuals. While general candidates compete for limited opportunities, visually impaired individuals fall behind from the very beginning due to structural barriers. In other words, the existing job crisis has created a double deprivation for visually impaired individuals.
First, it is essential to amend the existing law. Punitive provisions must be added to the Rights and Protection of Persons with Disabilities Act, 2013, to ensure accountability and that effective measures are taken against institutions that fail to fulfil their responsibilities. Second, to ensure employment for visually impaired individuals, realistic job opportunities must be created through executive orders and special measures. A quota-based system alone is insufficient, as the structure of competitive examinations is often unsuitable for visually impaired individuals. In many countries around the world, special recruitment policies are followed for visually impaired individuals, where the recruitment process, work environments, and training methods are designed in accordance with their abilities. The government can create suitable positions for visually impaired individuals in various ministries, departments, and autonomous institutions, such as telephone operators, information service assistants, Braille transcribers, and digital content reviewers, etc., where their skills can be effectively utilised.
Not only recruitment but also making the work environment inclusive is an important responsibility of the state.
Third, the current scribe policy must be reconsidered so that it functions as a genuine means of assistance rather than control. The candidate’s independence, choice, and dignity must be given the highest priority. Fourth, the recruitment process must be made technology-driven and inclusive, so that visually impaired individuals can directly demonstrate their abilities.
My experience is not an exception; it reflects a broader reality. Now the question is for you: are we willing to accept a society where a person falls behind not because of their disability, but because of the system’s inability? Or do we want to build a state where ability is judged, not limitation? The choice is ours; will we remain silent spectators or become agents of change?
Md. Iqbal Hossain is a graduate of the University of Dhaka. He can be reached at [email protected].
Views expressed in this article are the author's own.
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