By Patricia Kadama
Working at Uganda Breweries has given me the privilege of witnessing first-hand how diversity strengthens our organisation and how diversity alone is not enough. It must be matched with intentional, meaningful inclusion. For us, inclusion means ensuring that every colleague, especially Persons With Disabilities (PWDs), can thrive, contribute, and grow in an environment designed with their needs in mind.
Our commitment to inclusion goes beyond policy; it reflects who we are. At UBL, we believe that progress is people-led, and we are deliberate about ensuring that no one is left behind. This intentionality starts from the very first point of contact: our recruitment process. And this approach has been transformative.
We have refined our hiring practices to be more accessible and supportive for candidates with disabilities. Through partnerships with organizations such as Light for the World Uganda, National Union of Disabled Persons of Uganda – NUDIPU, and the Mastercard Foundation who are champions of disability inclusion, we have broadened our talent pipeline. By adapting interview spaces, assessment tools, and onboarding pathways, we ensure that candidates with disabilities are evaluated based on their potential, not perceived limitations.
Our responsibility, however, extends beyond our internal workforce. Through our Learning for Life program, we intentionally prioritise persons with disabilities through internship, equipping them with essential skills that improve their employability beyond UBL. This aligns with our broader Society 2030 agenda, aimed at driving sustainable and equitable progress within the communities we serve.
According to the Uganda Bureau of Statistics, 16.5% of Ugandans, approximately 7.4 million people live with a disability. The prevalence is higher among women (15%) than men (10%), and higher in rural areas (15%) compared to urban settings (12%).
As founding members of the Uganda Business and Disability Network (UBDN), we set a strategic target in 2021 to ensure that at least 3% of our new hires each year are persons with disabilities, primarily through our annual internship program. Since its inception, we have welcomed over 30 persons with disabilities under internships, retaining 20% within the UBL value chain and partnerships, a tangible demonstration of our commitment to building an inclusive talent pipeline.
We recognize that meaningful inclusion must be both visible and operational. Over the years, we have made significant investments in inclusive workplace policies and physical accessibility. Our facilities now feature wheelchair-friendly pathways, ramps, elevators, accessible washrooms, and designated parking for colleagues with mobility challenges. Complementing these structural improvements, ongoing conscious bias and inclusion training ensures that accessibility is embedded not only in our environment, but also in our organizational mindset.
The future of inclusive work also depends on providing the right tools. We have equipped colleagues with visual, hearing, and mobility impairments with specialised software, screen-reading tools, and other assistive technologies that enhance their independence, performance, and dignity. These investments are essential enablers of productivity and equality. Our commitment extends beyond our internal workforce to everyone in our value chain, including our suppliers who have been encouraged to recruit at least 1% of their workforce from persons with disabilities, thereby amplifying impact across the broader business ecosystem.
The future of inclusive work depends on equipping colleagues with the right tools to succeed. We have provided specialized software, screen-reading tools, and other assistive technologies for colleagues with visual, hearing, and mobility impairments, enhancing independence, performance, and dignity. These investments are key enablers of both productivity and equality.
However, true inclusion goes beyond policies, infrastructure, or technology, it requires a culture of understanding and empathy. Over the past few years, we have implemented company-wide sensitization programmes on disability awareness and unconscious bias. Staff have undergone specialized training to strengthen their ability to support diverse teams, sparking meaningful conversations, challenging assumptions, and fostering deeper empathy across the organisation.
As we commemorate World Disability Day, I call on organizations across Uganda to move beyond rhetoric and take deliberate, measurable action, invest in accessibility, champion equal opportunity, and build workplaces where every individual can thrive. Inclusion is not optional, it is a collective responsibility. By creating systems that empower persons with disabilities, we build a stronger, more resilient, and more innovative Uganda.
Together, let us create a future in which every person has the right support, tools, and opportunity to shine a future that truly works for all.
Ms. Patricia Kadama is the Human Resource Director at Uganda Breweries Limited.