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2020
Juliet Muzondo –
Inclusion Health Technical
Advisor
HANDICAP INTERNATIONAL
Iraq Mission
Barriers to Accessing Livelihoods opportunities for Persons with
Disabilities in Dohuk and Halabja
Governorates, Iraq July 2020
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Acknowledgments
The support and assistance of Handicap International staff in Erbil and Halabja
governorates were crucial for the successful completion of this research project. Specifically
I would like to express my gratitude to the following Handicap International staff for their
help and support throughout all phases of this project:
Star Anwar- (ILH Project Officer-HI Iraq): for linking with the project respondents and
coordinating all the data collection at field level.
Addullah Gulmurad- (MEAL Officer-HI Iraq): for analysing all the quantitative data
Angela Meco, Paulina Kaczmarska and Laetitia Yanagi- Programme Managers-HI Iraq
Sophie Allin (Technical Unit Coordinator-HI Iraq) for reviewing the report
Danielle Richards (Inclusive Humanitarian Action Specialist-HI HQ) for technical
guidance on inclusive practices
Alexandre Goutchkoff (Global Emergency & Market Recovery Specialist- HI HQ) for
technical guidance on livelihoods.
Kate Hinkley (ACF Iraq Acting Deputy Country Director) for reviewing this report and
providing additional contextual and livelihoods technical information to the study
Special acknowledgements goes to HI Partners Nujeen and HDO for support in developing
tools, linking with participants and always bringing in the perspective of persons with
disabilities.
My final and very special thank you goes to all participants who took their time to either
respond to the survey or participated in the key informant interviews; their views provided
invaluable information and insights without which this study would not have been possible.
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Table of Contents
Acknowledgments ................................................................................................................................... 1
Abbreviations .......................................................................................................................................... 4
Executive summary ................................................................................................................................. 5
1. Introduction .................................................................................................................................... 7
1.1 Contextual Background ............................................................................................................ 7
1.2 Objectives of the BFA ............................................................................................................... 8
1.3 Sustainable Livelihoods Conceptual Framework .................................................................. 9
2. Methodology ................................................................................................................................. 10
2.1 Sampling ................................................................................................................................... 11
2.2 Criteria for identifying participants in the BFA ..................................................................... 12
2.3 Data Collection methods ........................................................................................................ 13
2.3.1 Desk Review ..................................................................................................................... 13
2.3.2 Key Informant Interviews ................................................................................................. 13
2.3.3 Survey Questionnaire ...................................................................................................... 14
2.3 Recording of information ........................................................................................................ 14
2.4 Data analysis and presentations ........................................................................................... 14
2.5 Limitations ................................................................................................................................. 14
2.6 Ethical Considerations ............................................................................................................ 15
2.6.1 Informed consent .............................................................................................................. 15
2.6.2 Confidentiality ................................................................................................................... 16
2.6.3 Beneficiation ...................................................................................................................... 16
3. Findings and data analysis ............................................................................................................ 16
3.1 Employment Opportunities ..................................................................................................... 18
3.1.2 Perceptions of suitable employment sectors for persons with disabilities ............... 20
3.1.3 Barriers to accessing employment ................................................................................ 21
3.1.4 Proposed solutions to employment access barriers ................................................... 24
3.2 Business opportunities ............................................................................................................ 25
3.2.1 Barriers to accessing small businesses opportunities ................................................ 25
3.2.2 Proposed solutions: Accessing business opportunities ............................................. 28
3.3 Discrimination and discriminatory practices ........................................................................ 29
3.3.1 Employment status of women ........................................................................................ 31
3.3.4 Reasons for discrimination.............................................................................................. 32
3.3.5 Forms of discrimination ................................................................................................... 33
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3.3.6 Actions taken in response to discrimination ................................................................. 34
3.4 Recruitment policies and procedures ................................................................................... 35
3.4.1 Access to recruitment information ................................................................................. 36
3.5 Reasonable accommodation ................................................................................................. 37
3.5.1 Possible adaptations/ Reasonable Accommodations................................................. 37
3.6 Legal Instruments governing realization of Rights to livelihoods opportunities by
People with Disabilities in Iraq...................................................................................................... 39
3.6.1 General awareness of legal instruments ...................................................................... 40
3.6.2 Awareness of specific legal instruments ....................................................................... 42
3.6.3 Strategies for increasing awareness of the legal Instruments ................................... 43
3.7 Collaboration and empowerment .......................................................................................... 44
4. Recommendations ........................................................................................................................ 45
4.1 Recommendations for Project and field staff ...................................................................... 45
4.2 Recommendations for specific actors .................................................................................. 47
4.2.1 Recommendations for OPDs .......................................................................................... 47
4.2.2 Recommendations for wider livelihoods programme implementing partners ......... 48
4.2.3 Recommendations for business community and VTCs ............................................. 49
4.2.4 Recommendations for government departments ........................................................ 51
5. Conclusion ..................................................................................................................................... 52
Annex 1: Survey Questionnaire ............................................................................................................ 53
Annex 2- Key Informant Interview Guide ............................................................................................. 65
Annex 3: CRPD Article 27: Work and employment ............................................................................... 73
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Abbreviations
ACF: Action Contre la Faim
BFA: Barriers and Facilitators Assessment
CRPD: Convention on the Rights of Persons with Disabilities
DoLSA: Department of Labour and Social Affairs
GiZ: Gesellschaft für Internationale Zusammenarbeit
HDO: Halabja Disabled Organization
HI: Humanity & Inclusion formerly Handicap International
ILO: International Labour Organization
INGO: International Non-Governmental Organizations
Law 22: Law No. 22 of 2011 on the rights and privileges of Disabled and People with
Special Needs in the Region of Kurdistan
Law 38: Law number 38 of 2013 on the Care of Persons with Disabilities and Special
Needs
MFIs: Microfinance Institutions
MoH: Ministry of Health
NGO: Non-governmental organizations
OJT: On the Job Training
OPDs: Organizations of Persons with Disabilities
SLF: Sustainable Livelihoods Framework
VTC: Vocational Training Centres
WGQ-SS: Washington Group Questions- Short Set
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Executive summary
Handicap International through the GiZ funded project “Supporting the livelihoods and
economic development of women, men, and youth with and without disabilities, in the
Kurdistan Region of Iraq” conducted a Barriers and Facilitators Assessment (BFA) study to
better understand the barriers and facilitators to accessing livelihoods opportunities and
services by persons with disabilities in Halabja and Akre Districts of Iraq. The study aimed to
Identify barriers and facilitators that can prevent or enhance livelihoods opportunities for
persons with disabilities in Halabja and Akre; to identify key services and opportunities
available that can support persons with disabilities to access livelihoods services and
opportunities in Halabja and Akre; and thirdly to identify contextually relevant
recommendations to address identified barriers and adapt services to meet the needs of and
improve access to livelihoods opportunities and services for persons with disabilities in Halabja
and Akre.
The study was predominantly an exploratory research with a mixture of both qualitative (desk
review of existing literature and 7 Key Informant Interviews) and quantitative i.e.250 online
surveys with persons with disabilities, family members of persons with disabilities,
representatives of organizations of persons with disabilities and different service providers of
livelihood services and opportunities were conducted. The study employed a participatory
approach where organizations of persons with disabilities (OPDs) participated directly in
designing data collection tools, data collection and validation of findings. The study was
anchored in the sustainable livelihoods framework (SLF) conceptual approach. Data collection
for this study took place in Halabja and Akre through in July 2020.
The main barriers identified were general lack of employment opportunities for both persons
with disabilities and those without; poor access to physical structures and recruitment
information; discrimination on the basis of disability; poor perception of capacities of persons
with disabilities; lack of job training, experience and job related skills by persons with
disabilities; and lack of awareness of and poor implementation of existing legal frameworks
that guide access to livelihoods for persons with disabilities. Support to finding employment,
provision of coaching and on the job training (OJT), provision of paid assistance, and
adaptations of workplace and development of work skills were the topmost suggested
solutions to addressing barriers to employment.
Ddifficulties accessing capital or financial support to start the business, difficult to get transport
to work or business site; and lack of business premises in that order were cited as the three
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topmost barriers to starting up small businesses. To address these, business skills acquisition
and development through technical and vocational guidance; support people with disabilities
to get placement services, coaching and business mentoring; and provide capital to start small
enterprises were cited as the top three strategies of addressing the barriers to accessing small
business opportunities by persons with disabilities
Most respondents were not aware or had never seen any adaptations or reasonable
accommodation in their workplaces; this lack of awareness may result in persons with
disabilities failing to apply for jobs, and for those already in employment, they may fail to ask
responsible authorities to make the required adjustments. Adaption of office or workspace,
provision of assistive technology, adjusted working hours and awareness raising activities to
encourage employment of PWDs were cited as the most relevant reasonable
accommodations to make.
Majority of respondents were not aware of any laws or human rights conventions that give
persons with disabilities in Iraq the right to work or start their own businesses. The instruments
evaluated were the Law 38 of 2013 on the Care of Persons with Disabilities and Special Needs
in Iraq (Law 38), Law No. 22 of 2011 on the rights and privileges of Disabled and People with
Special Needs in the Region of Kurdistan (Law 22), Convention on the Rights of Persons with
Disabilities (CRPD) and the Iraq constitution. Respondents also cited that although the laws
contain very good provisions, they face problem of poor implementation. In order to increase
awareness of these legal instruments, respondents suggested that printing and sharing copies
of the laws, of social media and holding awareness campaigns in the communities can be
useful strategies to employ..
These identified barriers can be addressed by different players at different levels i.e. project
field staff who will focus on capacity development and empowerment of persons with
disabilities and their representative organizations; OPDs can focus mainly on awareness
raising and community levels, lobbying and advocacy for inclusion and inclusive livelihoods
practices with relevant stakeholders, monitoring access to opportunities and meaningful and
equal participation of their members; other livelihoods actors can focus on availing start-up
capital and skills development for persons with disabilities; vocational training institutions,
companies and potential employers can focus on skills development, provide employment and
internship opportunities, create conducive work environments with all reasonable
accommodations at all levels for persons with disabilities; MFIs can avail start-up capital and
business mentorship for persons with disabilities; and lastly government departments play a
coordination role and ensure policy implementation by all stakeholders.
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1. Introduction
Handicap International (HI), Action Against Hunger (ACF) together with civil society
organisations, including local organisations of persons with disabilities (DPOs), are working
together on a project to support the livelihoods and economic development needs in the
Kurdistan Region of Iraq (KRI). ACF has significant experience with livelihoods projects in Iraq
and in KRI, through business grants, apprenticeship placement and integration of
psychosocial support. HI has global experience in inclusion, livelihoods and disability
mainstreaming. The project is implementing targeted strategies to support individuals in
situations of vulnerability with access to livelihoods to meet the livelihood and economic
development needs of internally displaced people, host communities, and returnees in Dohuk
and Halabja Governorates. Tailored approaches are being conducted and aimed at increasing
equal access and participation for persons with disabilities to livelihoods activities in the local
communities1.
Handicap International (HI) works alongside Persons with Disabilities and vulnerable
populations, taking action and bearing witness in order to respond to their essential needs,
improving their living conditions, and promoting respect for their dignity and fundamental
rights. The organization has operated in Iraqi Kurdistan since 1991 and became fully
operational across Iraq in 2003. With a team of 277 national staff and 20 expatriates, HI’s
efforts in Iraq are focused on emergency response initiatives, humanitarian mine action,
physical rehabilitation, mental health and psychosocial support, and support for Organizations
of Persons with Disabilities (OPDs).
1.1 Contextual Background
Halabja Governorate was established in 2014, formerly a District of Sulaymaniyah
Governorate. Due to this, the data for Halabja is quite limited and normally falls within the
Sulaymaniyah Governorate in most assessments and studies. March 2019 marked the 31st
anniversary of the chemical attack on Halabja, where chemical bombs were released on the
civilians, killing around 5,000 people and injuring over 10,0002. “Thirty years after the chemical
attacks, the city’s people continue to suffer from a variety of social and economic difficulties,
health problems, trauma, and the irreversible pain resulting from the loss of loved ones” and
people are still dying from the effect of the attack today.3 Data from OCHA in April 2019
1 GIZ Economic Development & Livelihood Project in the Kurdistan Region of Iraq Project Documents 2 https://www.kurdistan24.net/en/news/8ef87370-b486-480b-baa4-ae8b7cfef8c1 3 https://us.gov.krd/media/1816/echoes-of-genocide-march-13-2018-krg-representation-in-the-united-states.pdf
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indicate that there are few-to-no actors in Halabja4 and data from the Emergency Livelihoods
Cluster indicates that in January 2020 there were eight livelihoods partners operating in
Halabja5. It is estimated that there are 1,500 to 2,000 IDPs living in urban displacement within
the governorate. Following rapid assessment and discussions with the Mayor, NNGO’s and
OPDs’ in the governorate, Halabja and Khomal district will be the focus for this project.
Akre district is located to the east of Dohuk governorate. Akre has been affected by population
movements due to the recent conflict with Islamic State, with 30,534 IDPs left in the district as
of today6. A rapid assessment conducted by ACF in June 2019, found that an estimated 2,000
IDPs families remain in the district. There are also 270 refugee families staying in Akre camp
and 80 families outside the camp. The assessment also found that there was a limited number
of NGOs operating in Akre. Akre was known as a tourist destination, but the industry has been
hit hard in recent years and the economy in Akre district was damaged by the recent conflict.
There are limited employment options with most jobs offering low wages, with the government
and local shops being the main employers. Outside of Akre town, the economy is mostly
agriculture-based. Youth unemployment is pervasive, ACF’s recent assessment found that
youths are eager to start businesses but they lack the means to do so. In 2017, 38% of
households had one or more unemployed person, with only 12% of the households having
someone possessing a formal qualification.
According to the assessment conducted by the French Red Cross in Akre city in 2017, half of
the respondents had a person with a disability and/or chronically ill person in their household7.
In discussions with Zyhn, a Community Based Organization (CBO) supporting persons with
disabilities, some livelihoods opportunities have been offered to them in the past, but they are
currently not receiving any support from NGOs.
1.2 Objectives of the BFA
In order to identify and assess local barriers and facilitators to accessing services for
livelihoods for persons with disabilities (PwD) the BFA focused on the following objectives:
1. Identify barriers and facilitators that can prevent or enhance livelihoods opportunities for
persons with disabilities in Halabja and Akre.
4https://www.humanitarianresponse.info 5 Service Mapping_Sulaymaniyah Livelihoods Sub-cluster, https://www.humanitarianresponse.info/sites/www.humanitarianresponse.info/files/documents/files/suli_el_sub-cluster1_mom_6.jan_.2020.pdf 6 http://iraqdtm.iom.int/ 7 French Red Cross, Livelihoods Study – Iraqi Kurdistan, October 2017.
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2. Identify key services and opportunities available that can support persons with disabilities
to access livelihoods services and opportunities in Halabja and Akre
3. Identify contextually relevant recommendations to address identified barriers and adapt
services to meet the needs of and improve access to livelihoods opportunities and services
for persons with disabilities in Halabja and Akre.
1.3 Sustainable Livelihoods Conceptual Framework
8
The sustainable livelihoods approach (SLA) was used in an attempt to provide a tool which
was ‘useful to think with’ and guided this assessment as well as subsequent implementation
of the project. It has been found to be helpful to ‘test’ the livelihoods framework by trying to
assess personal situations by answering these questions; What does individuals ‘have’, that
has enabled them to get to their present status, and that will most likely enable them to
progress further, by whatever measures used assess progress? What shocks have they
suffered along the way? Are there trends that they have benefited from? Are there structures
and processes that have helped or hindered their progress so far?9
8 https://www.soas.ac.uk/cedep-demos/000_P528_RF_K3736-Demo/unit1/page_22.htm 9 https://www.soas.ac.uk/cedep-demos/000_P528_RF_K3736-Demo/unit1/page_22.htm
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“While gaining a livelihood people have to respond to the vulnerability context they live within.
This context includes …marginalisation and discrimination people with disabilities face due to
physical, social and institutional barriers. Capacity to utilise needs and opportunities is
determined by livelihood assets like land determining the choices people make in the
development of their livelihood strategies. Realisation of the needs of people with disabilities
and their access to opportunities are impacted upon by the physical, social and institutional
barriers they face which in turn may limit or promote opportunities to develop livelihood
assets10.” The SLA was used to guide data collection methodologies, data analysis and
recommendations for project implementation and modification of activities.
2. Methodology
The assessment use both qualitative key informants interviews (KIIs) and desk review of
existing information and studies of the areas under assessment and quantitative
(questionnaire) approaches to collect data and gather information.
Table 1: Methodology
Method Source/Respondents Quantity
Preliminary Research
Desk Review
Secondary literature regarding barriers to
accessing Livelihoods for PwD and livelihoods in
general;
Legislation, assessments, and other reports
related to the rights of PwD; and
Guidelines and best practices on disability
inclusion.
N/A
Research Methods
Questionnaire
Surveys
Akre and Halabja
Persons with disabilities, persons without disabilities,
family members of persons with disabilities,
representatives of organizations of persons with
250 surveys
total
10 http://www.hiproweb.org/fileadmin/cdroms/Insertion_professionnelle_Outils/FILES/Bangla_Inclusive_Livelihood_Guideline_2010_ENG.pdf, pp11
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disabilities and different service providers of
livelihood services and opportunities, Finance
services providers
Key Informant
Interviews
Halabja and Akre
Disabled persons’ organizations
Labour Syndicate (Trade Union Representatives)
Chairperson of the business community
DoLSA representatives
7 KIIs total
The assessment targeted persons with disabilities, including women with disabilities
(specifically youths adults of employable age i.e. 18-50 years) living in both rural and urban
areas, family members of persons with disabilities, representatives of organizations of persons
with disabilities and different service providers of livelihood services and opportunities (based
on existing stakeholder matrix and DoH database). All study participants responded to the
Washington Group short set of (Questions WGQSS) and those who reported “a lot of difficulty”
or “unable to do” for at least one domain were considered to have a disability11.
The assessment also targeted key government officials in relevant local level directorates of
Labour and Social Welfare, municipality and Agriculture, financial services
providers/institutions, vocational skills building organizations (training, mentorship and
apprenticeship as applicable). The assessment also identified equal numbers of persons
without disabilities from the same locality where persons with disabilities will have participated
in the assessment.
2.1 Sampling
Nonprobability convenience (purposive) sampling was used to reach both key Informants (KIs)
and survey questionnaire participants based on their availability and reference through OPDs
in both Halabja and Akre in an attempt to reach to those individuals who could inform the
assessment by sharing their experiences, knowledge and perspectives in their respective
locations.
11 http://www.washingtongroup-disability.com/washington-group-questions-disability-continuum/
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2.2 Criteria for identifying participants in the BFA
Table 2: Respondents to Questionnaires
Profile
Persons
with
disabilities
Persons
without
disabilities
Total
respondents
Percentage
of total
respondents
1. Individual with disabilities 33 58 91 36%
2. Individual without disabilities 5 88 93 37%
3. Family member of individual with
disabilities 2 12 14 6%
4. Government representative 11 11 4%
5. Financial Service Provider 3 3 1%
6. Business representative
(company, shops, organizations) 7 28 35 14%
7. Skills development/Vocational
Training (VTC) center
representative 3 3 1%
Grand Total 47 203 250 100%
Percentage of total respondents 19% 81% 100%
Forty-seven (19%) of the total survey respondents have disabilities. Initially, profile 1 was
initially planned to specifically target 100% persons with disabilities; this however was not the
case during data collection where only 36% of respondents in that category had disabilities
thereby limiting the number of respondents with disabilities. Profiles 4, 5 and 7 (government
representatives, financial service providers and skills development/ VTC representatives) did
not have respondents with disabilities. This can be because in those offices, there were no
employees with disabilities to respond to survey questionnaires.
Table 3: Profiles of Key Informant Interviews
Target Akre Halabja Total
Department of Labour and Social Affairs (DoLSA) 1 1 2
OPD 1 1 2
Chairperson of business community 1
Representative of Labour Syndicate 1 1 2
Total 7
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All 7 KIs were males and were without disabilities (two of these respondents indicated little
difficulties in performing some activities) therefore according to the Washington Group Short
Set of Questions they are not classified as being at a risk of having disabilities12. The term
disability is often interpreted as resulting from a severe impairment and so people with more
moderate impairments, who still might face significant risks of exclusion, are missed. Older
people often consider their functional limitations not to be associated with ‘disability’ but with
only age, when age in fact may simply be a cause of their disability. People who have
impairments but use assistive technology, may, according to WGQSS, be missed because
they are able to participate on an equal basis with others.13
2.3 Data Collection methods
Methodological triangulation was used where a combination of data collection techniques
were used so as to transcend limitations from each method to by comparing findings from
different perspectives.
2.3.1 Desk Review
A desk review of both primary literature (project documents) and secondary literature
(legislation, policies, grey literature, previous BFA assessments reports, and other documents
related to the rights of persons with disabilities) was carried out. The results of the desk review
were incorporated into this report and helped to inform recommendations.
After completion of the data analysis, findings from the data were linked with findings from the
literature review and this information was used to further strengthen the recommendations for
future programming and alignment with international standards for inclusive disability
programming.
2.3.2 Key Informant Interviews
Key Informant semi-structured interview guide was developed and used with seven (7) Key
Informants. The assessment consulted with representatives of OPDs within the consortium
area during the development of the assessment tools to ensure that the questions adequately
address the concerns of Persons with Disabilities and to ensure their participation in the
process14. KIIs were conducted by the Inclusion Project Officer who recorded and translated
12 Refer to limitations section below for more details on WGQSS. 13 https://reliefweb.int/sites/reliefweb.int/files/resources/Disability%20Data%20Collection%20DIGI.PDF 14 GIZ. 2015. Applied research concerning inclusion of persons with disabilities in systems of social protection, Social Protection Policy Analysis, Tanzania
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all the data. The interviews were conducted in Kurdish and Sorani but information was
recorded and shared for the purpose of the report in English.
2.3.3 Survey Questionnaire
Individual surveys for persons with disabilities, those without disabilities and targeted survey
(business owners, government, departments and training institutions) was carried out using
survey-CTO which was administered remotely by a team of trained representatives selected
from CSO/DPOs to facilitate their active participation in line with priority to Empower persons
with disabilities through support them to develop their capacities15. The MEAL focal person
and the Inclusion Project Officer provided day to day guidance to data collectors in
consultation with the project manager and Inclusive Health technical advisor.
2.3 Recording of information
Notebook was used to clearly record information verbatim from each KI. Data from the
questionnaires was recorded on the Survey-CTO.
2.4 Data analysis and presentations
The HI MEAL team cleaned and analysed data from Survey-CTO in consultation with the
Inclusive Health TA. Thematic analysis was used for data collected from KIIs based on
predetermined themes from interview guide. Data was presented in different formats ranging
from narrative, graphs and tables. Some quotation banks were also created for some themes
and ideas.
2.5 Limitations
There are several limitations to this research study. First, respondents for the disability survey
were not randomly selected. Respondents included in this sample were identified through
different means and although efforts were made to ensure a gender balance and that
individuals with different disabilities were included in the sample, it is likely that PwD that are
not registered or known by organizations and government entities are underrepresented in the
sample. This has implications for the analysis as the level of access to certain services may
be higher among the respondents included in the sample than in reality.
15 IASC, 2019, Guidelines on Inclusion Of Persons With Disabilities In Humanitarian Action
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KIIs with PwD and family members of PwD also were conducted mostly by phone in response
to Covid-19 guidelines. Even though efforts were made to ensure that an equal number of
males and females would be interviewed, it proved difficult to find females willing to be
interviewed by phone. It was also difficult to have female KIs because the purposively sampled
offices were staffed only by men.
The COVID-19 pandemic has greatly impacted access to services for everyone in Iraq,
including PwD, due to lockdowns and other public health measures restricting movement and
economic activity. When this happened, the researchers would remind the respondents that
the questions focused on their experience before the COVID-19 pandemic and a check was
done to ensure previous questions were answered with that in mind. Nevertheless, it is
possible that some of their answers are skewed due to recent experiences of PwD trying to
access services.
While persons with disabilities were the target of this study, only 19% of total respondents
were listed as persons with disability. This may be due to misinterpretation of who is a person
with disability leading to under representation; deferring response to family members or lack
of knowledge where persons with disabilities are as they are often hidden in communities. The
results also showed a discrepancy between those who were registered as persons with
disabilities through DoLSA and DoH, who made majority of respondents with disabilities; this
did not reflect when the same were assessed through WGQSS. However, the WGQSS are
not detailed enough for use in diagnosing an individual or determining eligibility for disability
programmes in a highly accurate way hence the persons from the OPD’s who were
interviewed would consider themselves as having a disability and / or are registered as a
person with disability in Iraq with the MoH or MoLSA but are considered as not having a
disability by using WGQSS. Some studies have shown that applying the WGQ in an existing
disability cohort did not reveal any prevalence information hence the need for
supplementary/additional questions to measure inclusion (risks, barriers & facilitators) and/or
to gather data around disability16.
2.6 Ethical Considerations
2.6.1 Informed consent
The purposes and nature of the assessment and possible benefits or losses that may result
from participation were explained fully to participants in both Kurdish and Sorani. Participants
16 https://reliefweb.int/sites/reliefweb.int/files/resources/Disability%20Data%20Collection%20DIGI.PDF
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were then asked to provide informed consent which was captured on the Survey-CTO form. It
was also explained that participants had a right to withdraw from the assessment anytime if
they feel they no longer want to participate without being questioned why. The HI ILH project
staff was available throughout the data collection period to respond to questions and make
clarifications about the assessment to the participants.
2.6.2 Confidentiality
Confidentiality was maintained by using pseudonyms in the final write up as a way to de-
identify the participants and information gathered in the assessment. Information and raw data
was only shared on a need to know basis with only a few key individuals having full access to
the data.
2.6.3 Beneficiation
It was clearly explained to participants that there will be no direct benefits derived from
participating in this assessment. However, findings from this assessment will be used by HI
and participating CSO’s to co-develop effective advocacy strategies promoting access to
livelihood opportunities in Iraq. In addition the report will be shared with OPDs in Iraq (both
local and national level), ACF, GIZ, Livelihood emergency national cluster, livelihood national
cluster, Cash cluster, Local NGOs, INGOS, Local authorities from Halabja and Akre to share
recommendations to influence change in processes and practices.
3. Findings and data analysis
This section presents findings from literature, questionnaire survey and the KII interviews.
A total number of 250 (98 Females and 152 Males) between the age of 18 and 60 years
responded to the questionnaire survey as shown in the chart below. Most respondents were
between the age of 18-45 because they were directly targeted as the economically active
group.
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Figure 1: Number of Respondents by gender and age
Forty-seven (47) of the 250 (19%) of the survey participants were persons with disabilities as
represented in the chart below through use of WGQ-SS used in this context to assess access
to livelihoods opportunities by persons with disabilities. The WGSSQs was used to identify the
total number of persons with disabilities in the study population. Those that responded with a
lot of difficulty or cannot do at all to any one of the six questions were considered as a person
likely to be experiencing disability, noting that the WGQ is not a diagnostic tool17. This made
it possible to have a general understanding of the general and specific requirements of
persons with and help make appropriate recommendations to meet these needs18.
17 The WGQ-SS is a set of questions designed to identify (in a census or survey format) people with a disability; these people are considered to be at a greater risk than the general population for participation restrictions due to the presence of difficulties in six core functional domains of communicating, seeing, walking, self-care, remembering and hearing http://www.washingtongroup-disability.com/washington-group-question-sets/short-set-of-disability-questions/ 18 IASC 2019, Guidelines for including persons with disabilities in humanitarian action
0
10
20
30
40
50
60
0-18 18-25 26-35 36-45 46-60 60+
Number of respondents
Age Range
Female
male
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Figure 2: Disability type and gender
7 KIs also participated in this study although none of them had disabilities according to
WGSSQs.
3.1 Employment Opportunities
The chart below showed responses that were given by respondents in the first 3 profiles
(individual with disabilities, individual without disabilities and family member of individual with
disabilities
32
5
3
12
5
3
13
3 3
13
3
Disability types by gender
female
male
19 | P a g e
Figure 3: Employment Status of Respondents
Analysis of 198 responses (persons with disabilities, persons without disabilities and their
families), showed general lack of employment and livelihoods opportunities among both
persons with disabilities and those without in the two locations with 73% (145 people) of total
respondents unemployed. The ratio of those unemployed is almost the same for both persons
with disabilities i.e. 28 out of 40 (70%) and those without disabilities i.e. 117 out of 145 (74%)
- this infers that the rate of unemployment is the same for both persons with disabilities and
those without.
Of the 53 employed respondents, the majority of them (24) are employed in unspecified work,
whereas 18 are in the public sector, 4 are in service industry and 3 in agriculture with the
remaining 4 spread across civil engineering, manufacturing and mining sectors. The key
informants also reiterated the general absence of employment opportunities in both Halabja
and Akre.The KIs highlighted that public sector, agriculture (crops and livestock), shops and
markets are the main employment sectors in Halabja and Akre. KI X, “Akre is isolated district
not like a district on the border and there is no trading way links with Akre, there are no factories
in Akre, the only common work here farming and growing animals.” Responded Y shared about
Halabja, “The only job opportunity may be daily need shops like food and non-food items”.
11.6% of those interviewed were in formal employment either on a full-time or part-time basis
and 2.5% cited being in self-employment. There are no persons with disabilities in part-time,
seasonal and self-employment. Of the 145 (73%) respondents who are unemployed, 100
(69%) of them are actively seeking employment. Of the total unemployed persons with
1514
32
3 3
1
5
23
2 Have Disability
No Disability
20 | P a g e
disabilities, 18 (64%) are actively looking for employment. The results show that both persons
with disabilities and those without have almost similar aspirations in looking for employment.
The other 36% who are not looking for employment maybe attributed to either fear of failure
or the family will be meeting all their needs. Discriminatory practice and in some cases fearing
a loss of disability grants and other social welfare benefits, may lead to many persons with
disabilities withdrawing from an active search for employment and jobs, and rely on support
from their families and community19. This observation was supported by KI X who said,
“Persons with disabilities employment are mostly in easy works to suit with their capacity, but
in general families are not letting their Persons with disabilities work, they are supporting them
instead and provide them with all their needs”.
Although the study attempted to reach out to respondents from both urban and rural setting,
there was no significant analysis of the results. However, existing literature highlights that
opportunities for earning an income are very different in rural and urban areas. In urban areas,
there is a vast range of types of employment, both in the formal and informal economies. In
rural areas where the economy is based on small-scale agriculture, there are less employment
options20.
3.1.2 Perceptions of suitable employment sectors for persons with disabilities
In this section all the 250 survey respondents were asked to select the top two work
environment/ sectors which they perceived to be best suited for people with disabilities. The
public sector was perceived as the most suitable work environment accounting for 37% of the
total responses followed by full time work in the NGO sector and thirdly for them to start small
businesses.
19 https://www.un.org/esa/socdev/documents/disability/Toolkit/Rights-Persons-with-DisabilitiestoWork.pdf 20 WHO, 2010, CBR Guideline- Livelihoods component
21 | P a g e
Figure 4: Perceptions of suitable employment for persons with disabilities, by sector
3.1.3 Barriers to accessing employment
All the survey respondents (All 7 profiles highlighted above) cited overall lack of job
opportunities, discrimination due to disability and no previous work experience as the top 3
barriers for persons with disabilities to access employment. The same was corroborated by
KIs who said that there is a general lack of employment opportunities with most people
employed as seasonal and daily workers and a bit of contract work in organizations and few
private companies. KI W about Akre “Some works are seasonal, like farming in the lands and
green houses, while people are working as daily workers.” KI Z about Halabja, “There are daily
and seasonal and contract as well, but the most common and available one is daily wage
works opportunities. There may be Agricultures and Tourism works in the spring and summer.”
Those with fixed or continuous employment are mostly employed in the public sector and
shops that sell basic commodities like groceries and clothes. KI T, “Using contract is available
may be only with organizations and local authorities while employment with these sectors are
very rare.”
37%
17%12%
11%
7%
4%
3%
3% 2%
2% 1%1%
Perceptions by sector
Full-time public sector- 37%
Fulltime NGO- 17%
Small business-12%
Part-time private sector-11%
Daily work-7%
Fulltime private sector-4%
Fulltime agriculture- 3%
Fulltime manufacturing-3%
Sheltered Employment-2%
other-2%
Seasonal work-1%
22 | P a g e
Figure 5: Barriers to accessing employment of persons with disabilities
Persons without disabilities cited the following as main barriers; lack of job opportunities,
discrimination, lack of transport to the workplace, negative attitudes and misperceptions and
lack of experience as the three topmost barriers that prevent persons with disabilities from
accessing employment opportunities. Persons with disabilities cited discrimination as their
biggest barrier to accessing employment opportunities followed by lack of employment
opportunities and then lack of qualifications and experience at the same level. Responses
from both groups of people converge on lack of employment opportunities, discrimination and
no experience as major barriers for persons with disabilities.
KIs perceived that, in addition to general lack of employment for persons with disabilities,
families also do not let persons with disabilities work and they are considered as charity cases
that need to be supported. If they get a chance to work, they are given “easy task” in line with
their capacity. KIs also cited attitudinal barriers, lack of qualifications and lack of skills.
0 20 40 60 80 100 120
Discrimination
No job opportunities
No capital
No experience
No qualification
No support
No transport
Transport expensive
No assistive devices
No skills
other
85
115
54
65
50
55
30
9
13
11
7
29
23
14
11
11
6
6
4
4
3
2
Frequency of responses
Barriers to accessing employment of persons with disabilities
No Disability Have Disability
23 | P a g e
KIs quotes on employment access barriers
KI T “Also tourism also can be accounted as one of the opportunities in Akre, but Persons
with disabilities are not preferred by work owners in this sector, they are hiring people with
no disability as they believe that Persons with disabilities cannot work like people with no
disability”.
KI X, “If I’m business man I may have lack of trust on person with disabilities and I think
he/she cannot perform the work perfectly because of lack of PWDs capacity or skills. Or
maybe customers will not be happy with specific type of PWD, may be PWDs vulnerability
or health condition can be cause to be exploited more than someone with no disability.”
KI Y, “PWDs are been taught not to work but depend on the others, they have lack of self-
confidence”.
KI Z, “PWDs qualification is limited, they have no enough skills to be accepted for specific
works. “
“KI X, “There is lack of vocational training centres to provide business and work skills training
for PWDs so they will be qualifies to works.”
KI V, “In general when someone is applying to get employment opportunities with NGOs
they must be graduated from university or institution, while majority of the PWDs are not.”
KI U, - “there is lack of Job opportunities in general, when there are no enough opportunities
for non-disabled people so for sure PWDs will be more affected, and they cannot easily find
and reach job or employment opportunities”.
KI T, “There is no legal guidance and support, laws should be more stricter in practicing but
the opposite is happening now, there is no strict enforcement and with the existing the crises
practising laws are also affected by the crisis “
KI Y, “Transportation to reach the work place, there should be someone to facilitate the
PWD to reach the work place.”
24 | P a g e
The HI BFA of 2020 found out that some employers will request a person with a disability to
obtain a report from the medical committee stating that she was able to work before they can
be offered a job. It is reported that the medical committee will frequently perceive someone as
unable to work even though that person would be able to work when some adjustments are
made or some support is provided21.
3.1.4 Proposed solutions to employment access barriers
Survey respondents without disabilities cited support to finding employment, provision of
coaching and on the job training (OJT) and development of work skills as the top three most
suggested solutions to addressing barriers faced by persons with disabilities. On the other
hand persons with disabilities suggested the top three solutions to access barriers as support
to finding employment, provide coaching and OJT with provision of paid assistance, adaptation
of workplace and development of work skills at the same level. Suggestions from both groups
showed a general understanding and agreement from both sides on how best employment
access barriers can be addressed in the two communities.
KI V cited skills development- “…. encouraging PWDs to get certified and get skills to be
qualifies to jobs” then “DoLSA in coordination with LNGOs and INGOs to provide training for
21 HI, 2020, Barriers to Accessing Services for Persons with Disabilities in Basra Governorate Iraq - July 2020
0 20 40 60 80 100 120
Avail assistive devices
other
Develop work skills
Support with transport cost
Provide transport
Adapt workplace
Advocate for quota system
Support to find employment
Provide paid assistance
Provide coaching and OJT
24
6
94
23
26
49
30
101
48
90
6
13
9
7
14
5
30
12
16
Freequency of responses
Proposed solutions to barriers
Without disabilities With Disabilities
25 | P a g e
PWDs in order to make them qualified to work and….” Whereas KI X talked of lobbying for
employment of PWDs, “Motivating people to hire and employ PWDs considering PWDs are
more vulnerable and they need to be more involved with jobs”.
KI X on role of government to provide structures for policy change and implementation with
specific focus on quota system, “… forcing business people by enforcing strict laws to dedicate
percentage of their employs to PWDs”.
KI Z on facilitating job search through offering employment agency services- “… if related to
market and bazar they have to knock labour syndicate not health, then the right people will be
reaching right opportunities.”
Supported employment can be used to facilitate integration of people with disabilities into the
competitive labour market by providing employment coaching, specialized job training,
individually tailored supervision, transportation, and assistive technology to enable persons
with disabilities to find employment, to learn and perform better in their jobs. Employment
agencies can be encouraged to serve job seekers with disabilities in the same setting as other
job seekers, rather than referring people with disabilities to special placement services. In
China, there are more than 3000 employment service agencies for people with disabilities and
the Chinese Disabled Persons’ Federation plays a leading role in fostering employment of
persons with disabilities. The rationale behind the provision of employment services for people
with disabilities embraces the move from a model of job placement that tried to fit people into
available job openings to a “person-centred” model which involve the interests and skills of
the individual thereby aiming to find a match that will lead to viable longer term employment
and a life-long career22.
The concept of supported employment can be adapted into the project area to ensure that job
placement services, job coaching and OJT training are adapted to suit the context and
incorporate the suggested solutions above.
3.2 Business opportunities
3.2.1 Barriers to accessing small businesses opportunities
All survey respondents were asked to identify what they thought were are the top three
barriers to accessing business opportunities for persons with disabilities and, both groups (i.e.
persons with disabilities and those without disabilities) cited the following as the three top most
22 https://www.who.int/disabilities/world_report/2011/chapter8.pdf?ua=1
26 | P a g e
barriers to accessing business opportunities in the area for persons with disabilities: difficulties
accessing capital or financial support to start the business, difficult to get transport to work or
business site; and lack of business premises in that order.
KIs cited that there is generally no access to financial support or capital for both people without
and those with disabilities. They also specifically cited lack of physical accessibility, negative
attitudes, unfavourable laws and policies and general lack of knowledge of these policies as
additional barriers faced by persons with disabilities. In addition to lack of capital to start
businesses, people in the area, including persons with disabilities are more likely to lack
access to natural capital like land which is still either mined or they have no ownership
documents to the land.
What KIs had to say on accessing small businesses
KI X - “PWDs transportation is not easy, if they want to go to work there should be someone
else to facilitate them which is not all the time available so families do not prefer to allow
their PWDS go to work”.
0 20 40 60 80 100 120
Difficult to get transport
Difficulties accessing capital
Lack of premises
Lack of market for products
Difficulties using the toilets
Lack of family support
Lack of confidence
Lack of business skills
Lack of appropriate business support
Consumer discrimination
Other
106
103
54
49
33
32
27
28
19
16
4
24
26
14
8
9
6
6
5
2
4
1
Frequency of responses
Barriers to accessing business opportunities
No Disabilities With Disabilities
27 | P a g e
KI T about - “In the customers vision also PWDs are not preferred to serve them, for example
they are not happy in a restaurant they will be served by PWD that caused business owners
are not ready to employ them”.
KI Z talked about - “The medical test by the medical committee to decide on the disability is
not adequate, I have seen people claiming that they have cheated the committee, they
accounted as PWD while they are not, this caused people are not believing PWDs except
those who have physical visible disability, then this caused work owners are not giving
chances to all types of PWDs”.
KI X, “There is no any financial support for PWDs except regular monthly salary by
government which is not for work.”
KI U, “There are lands are not having formal owner documents by farmers, these lands
should be officially give to the farmers so they can work on”.
KI X “Before some years ago there were Islamic bank, providing materials for people in
general, including PWDs but this is not there anymore”
KI V, “Now there is no any source or any sector either private or public to provide financial
support to PWDs in Halabja and Akre.”
Previous researches indicate that many persons with disabilities are less likely to have assets
to secure loans and act as collateral thereby reducing their chances of getting loans when
available. Microfinance programmes are in principle open to all, including persons with
disabilities but anecdotal evidence suggests that few people with disabilities benefit from such
schemes23.
One study done in Kurdistan in 2018 found that the major problem facing small business
enterprises during start up time and growth period is lack of finance with small business
owners’ sourcing for funds mostly by themselves, from relatives and friends or by going into
partnerships. The study found that borrowing money from banks or other financial institutions
23 https://www.who.int/disabilities/world_report/2011/chapter8.pdf?ua=1
28 | P a g e
was difficult or if not impossible due to high cost of borrowings, lack of collateral and high
interest rates. The study also cited lack of proper regulation in terms of borrowing funds from
the banks by small business owners; lack of focus in formulation and implementation of
policies, and unfavourable tax laws to provide guidance for small business enterprises24.
3.2.2 Proposed solutions: Accessing business opportunities
The survey respondents in all 7 profiles (both with disabilities and those without disabilities),
were asked to choose the top 3 things they thought could be done to improve access to self-
employment and small business start-up for people with disabilities. Both groups of people
(those with disabilities and those without) cited business skills acquisition and development
through technical and vocational guidance; support people with disabilities to get placement
services, coaching and business mentoring; and provide capital to start small enterprises as
the top three strategies of addressing the barriers to accessing small business opportunities
by persons with disabilities.
24 https://www.researchgate.net/publication/342184344_THE_FINANCE_PROBLEMS_OF_SMALL_BUSINESS_IN_KURDISTAN_REGION_OF_IRAQ
0 20 40 60 80 100 120
Provide capital to start small business
Avail appropriate assistive devices
Assistance in finding and maintaining business
Business skills acquisition, technical and vocationalguidance
others
Paid personal assistance
Facilitate access to markets
Support placement services, coaching and businessmentoring
107
28
39
98
5
44
49
107
23
8
8
27
1
14
8
21
Number of responses
Addressing barriers to accessing small business opportunities
Without disabilities With disabilities
29 | P a g e
KIs suggested provision of financial support, Awareness raising to change attitudes and
provision of land. KI X, “My recommendation is to provide financial support for PWDs to start
their business and…” and KI Z talked of land release, “-Agriculture field recovery, as we have
the best farming lands, in order to provide many work opportunities on the lands and also will
recover marketing as well” and KI V focused on awareness raising to change attitudes,
“conducting awareness raising for PWDs, their families, communities and business owners
therefore all can have trust that PWDs can be working and they can be independent.”
Access to finance is a critical factor in developing self-employment opportunities for people
with disabilities. Microfinance institutions (MFIs) provide access to financial services for low-
income people and for poverty alleviation hence the need for them to mainstream the inclusion
of persons with disabilities. Often persons with disabilities have been perceived wrongly as
less enterprising than others and therefore less attractive candidates for micro-financing
thereby denying them the opportunity to benefit from financial services. Although micro-
financing institutions do not have a deliberate policy to exclude persons with disabilities, the
physical structure and design of the services provided tends to leave them out. MFIs, OPDs
and donor institutions can work together to alleviate the barriers persons with disabilities face
in order to access micro-financing25.
3.3 Discrimination and discriminatory practices
Discrimination on the basis of disability refers to any distinction, exclusion or restriction on the
basis of disability that has the purpose or effect of impairing or nullifying the recognition,
enjoyment or exercise, on an equal basis with others, of human rights and fundamental
freedoms in the political, economic, social, cultural, civil or any other field26. Disability
discrimination is when someone is treated unfairly or put at a disadvantage because of their
disability e.g. deciding not to employ someone with a disability because the employer do not
want persons with disabilities to work in that environment27.
Discrimination can take many forms i.e. employees can be treated less favourably than other
staff than other staff because of their disability; policies, practices or rules that are put in place
to apply for everyone in the same way may have a worse impact on some employees because
of their disability; failing to make reasonable practical changes to help an employee with
25 https://www.un.org/esa/socdev/documents/disability/Toolkit/Rights-Persons-with-DisabilitiestoWork.pdf 26 IASC 2019, Guidelines for Inclusion of Persons with Disabilities in Humanitarian Action, pp9 27 https://www.brighthr.com/articles/equality-and-discrimination/disability-discrimination-with-examples/
30 | P a g e
disabilities at work, treating someone unfavourably because of something that results from
their disability; treating an employee in a way that makes them feel humiliated or offended
including calling them names or joking about their disability and lastly; treating an employee
badly because they’ve made a complaint of discrimination or they are supporting someone
who has made a complaint28.
The majority of survey respondents (78% of respondents with disabilities and 71% of those
without disabilities) felt that persons with disabilities experience some form of discrimination
in either accessing employment or within the workplace.
In addition, ninety-three percent (93%) of persons with disabilities and 83% of those without
disabilities believe that people with disabilities can work. The study went into detail to analyse
the willingness of both persons with disabilities and those without to enter into a business
partnership with persons with disabilities. The majority of the respondents expressed
willingness to work with or enter into a business partnership with a person with a disability,
even if they need some assistance to carry out their work. However, it can be inferred that
when people are asked directly, they tend to express willingness to work with persons with
disabilities, but in reality this mostly is not the case. This is supported by findings from a study
carried out in Bangladesh which cited lack of business networks as a barrier because
28 https://www.brighthr.com/articles/equality-and-discrimination/disability-discrimination-with-examples/
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00%
No
Not sure
Yes
14.78%
13.79%
71.43%
Percentage of respondents
Perception of discrimination in employment
Without disabilities With disabilities
31 | P a g e
entrepreneurs with disabilities are often not very confident in developing business networks
thereby reducing their social capital29.
3.3.1 Employment status of women
According to a study by REACH women’s participation in Iraq labour force is low: as of 2018,
only 12.3% of women of working age in Iraq were either employed or looking for work. Of
these women who are in the labour force, 12% were unemployed (looking for work) in 2018.
Social expectations, domestic responsibilities and perceptions of employment opportunities
may also whether women should participate in the labour force, influence the jobs they choose
and employment agreements that women may pursue30.
The majority of survey respondents believe that women, with or without disabilities have a
right to work.
In the cultural context, women were not working previously and they weren’t involved in any
work outside the homes; but this changed when girls also started graduating from universities
and institutions and getting employment with different private and public sectors. KI X
reinforced this by saying, “In the past there were some employment opportunities that women
could reached, like working in cafes, markets and restaurants. There is now competition
between women and men to get job opportunities in Halabja, it depends on the job types and
how much the job suits women or men.”
29 https://www.researchgate.net/publication/324280299_Barriers_to_Entrepreneurship_Confronted_by_Persons_with_Disabilities_An_Exploratory_Study_on_Entrepreneurs_with_Disabilities_in_Bangladesh 30 https://www.impact-repository.org/document/reach/5418355d/REACH_IRQ_Report_Assessment-of-Womens-Working-Conditions-in-Iraq_November-2019.pdf
Percentage of respondents: Do women have a right to work
No- 10%
Not sure- 15.2%
Yes-74.8%
32 | P a g e
Some Iraq laws and their interpretations often limit women from working in certain sectors e.g.
those that require hard labour, night-time work, or dangerous tasks. Moreover, Iraqi society
still perceives women in their traditional role as housekeepers and child carers, although this
appears to be changing among the younger generations of which 66% percent of youth
compared to 42% of the elderly, support women’s right to work. Despite the many needs
created by the conflict, Iraq women’s access to livelihood opportunities remains largely
conditioned by the lack of awareness, poor access to information, and by how appropriate
these opportunities are considered by society (level of acceptance by men). However, the
crises have, on the other hand, softened many of the social restrictions toward the work of
women although many still think that women’s economic activities that do not fall in line with
existing gender roles (care provision, baking, catering, hand-made ornaments, etc.) will
eventually stop as the conflict situation gets better, and that the existing cultural and social
norms will be sustained and will likely stop the current engagement of women in paid
activities31.
The right for women to work is enshrined in the UN Convention on the Elimination of All Forms
of Discrimination against Women (CEDAW) which Iraq acceded to in 1986 “provides the basis
for realizing equality between women and men through ensuring women's equal access to,
and equal opportunities in, political and public life -- including the right to vote and to stand for
election -- as well as education, health and employment”32.
3.3.4 Reasons for discrimination
Both men and women cited having a disability as being the topmost reason for discrimination
and being a woman trailed well behind. Women and girls with disabilities often experience
double discrimination and inequality in hiring, promotion rates and pay for equal work, access
to training and retraining, credit and other productive resources, and rarely participate in
economic decision making33.
31 https://oxfamilibrary.openrepository.com/bitstream/handle/10546/620602/rr-gender-profile-iraq-131218-en.pdf 32 https://www.un.org/womenwatch/daw/cedaw/cedaw.htm 33 https://www.un.org/development/desa/disabilities/issues/women-and-girls-with-disabilities.html
33 | P a g e
Persons with disabilities experience common patterns of discrimination ranging from high
unemployment rates, prejudices regarding their productivity and exclusion from the labour
market. They also face discrimination at the hiring stage as highlighted through a survey
carried out in France shows where less than 2% of those who mentioned disability in the CV
were called for an interview. People with disabilities are mainly recruited through temporary
job agencies to minimize risks for employers. Discrimination worsens with age and being a
woman34.
Persons with disabilities already face challenges that hamper their participation in the world of
work with an average of 36 per cent of working age persons with disabilities in employment
compared to 60 per cent of the general population across the eight geographical regions. One
representative from International Labour Organization (ILO) noted that more companies still
need to include disability in their work on diversity and inclusion so as to reduce the number
of people with disabilities in vulnerable and less paying employment35.
3.3.5 Forms of discrimination
The top three most common discriminatory forms/practices against persons with disabilities
cited by majority of respondents were discrimination in being selected for a job, discrimination
in performing the job and use of discriminatory comments and terms.
34 https://www.ilo.org/wcmsp5/groups/public/@ed_norm/@declaration/documents/publication/wcms_decl_fs_87_en.pdf 35 https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_729443/lang--en/index.htm
Having adisability
Being a man Too young Too old Being awoman
Other
82
1 0 2
146
64
0 16
Nu
mb
er
of
resp
on
de
nts
Reasons for discrimination
female male
34 | P a g e
3.3.6 Actions taken in response to discrimination
All survey respondents (both with and without disabilities) where asked about the kind of action
that persons will most likely take against discrimination on the basis of disability. Majority of
respondents (36%) take no action, whereas 33% complain to their families, friends or
colleagues. Only a few, 2% and 1% either launch a formal grievance using the grievance
procedure or get support from workers/business unions.
0 10 20 30 40 50 60 70
Being selected for a job
In performing your job
Discriminatory comments
Acquiring business premises
Acquiring job/ business skills
Accessing start-up capital
Other
67
56
35
20
18
11
8
47
44
19
14
14
3
3
Number of responses
Reasons for discrimination
male female
5%
33%
2%
4%36%
15%5%
1%
Action taken towards discriminatory practices Change job- 5%
Complain to family/colleagues-33%
Launch formal grievance- 2%
Take legal action- 4%
Take no action- 36%
Other- 15%
Stop working- 5%
Got support from union- 1%
35 | P a g e
Only 1% of the survey respondents cited getting support from the trade union. The study
had the opportunity to interview representatives of the main trade union which recently opened
offices in both Halabja and Akre, who expressed in follow-up questions that one of their
responsibilities is to defend and support employees when they face problem with job
owners/employers. However, they admitted that they are still new in the area, have no
experience in working with persons with disabilities and that there is less collaboration with
other players, “Labour syndicate is new like one year ago, so I do not have any project or any
kind of idea to work on such idea, but its good idea and I will try and hope to work one it.”
However, they also encouraged all people, including persons with disabilities to reach out to
them for support, “I hope anyone who wants to start business can come to labour syndicate
to register his/her name, this will be very good to guarantee their rights with the job owners or
with anyone they have contract with, labour syndicate can be good defender whenever they
face any problem”.
The CRPD Committee noted that the Iraq laws prohibits disability-based discrimination and
makes provisions that all violations could be reported to the courts and other relevant bodies.
However, they went on to note that these procedures are new to the Iraqi society and it would
take time for persons with disabilities to learn about all the venues and remedies that were
open to them in case of the violation of their rights36. In light of these realizations, there is need
to educate persons with disabilities on the avenues available for them to follow in instances
where they face discrimination in the workplace.
3.4 Recruitment policies and procedures
51% of respondents felt that most in most cases recruitment and selection policies were
not in place and in instances where they exist, they do not have specific provisions for
recruitment of persons with disabilities. Where policies were in place, 20% reported that they
didn’t believe policies were being followed. The absence of these policies or their
implementation is likely to result in discrimination in recruitment and workplace processes for
persons with disabilities, women and other marginalized groups.
36 https://reliefweb.int/report/iraq/committee-rights-persons-disabilities-discusses-impact-armed-conflict-persons
36 | P a g e
3.4.1 Access to recruitment information
KIs were asked to share their opinions on whether people with disabilities have access to
information on employment and small business opportunities in Akre and Halabja. The KIs
who said yes highlighted that information is mainly accessed through the internet (company
websites) and social media. KI U, “Yes they can receive the vacancies on social media
platforms, most of the PWDs are using internet and through social media platforms they can
be aware on the job opportunities. Their accessibility to the opportunities may help them to
get jobs. But if the PWD has no smartphone and internet this may cause lack of accessibility
to the job opportunities.”
However, labour syndicate feel that there is no access to information and pointed out that,
“We as labour syndicate are not aware of these opportunities so how the PWDs can be? There
are organizations employing people but we are not aware how the recruitment is done. The
reason is when an organization is planning to work in Halabja they are not knocking at the
right doors, they have first to come to labour syndicate but they are not, if they come to us we
can help them reaching qualified people including PWDs.”
Trade unions can be used to mediate equality in the workplace either through ensuring that
collective bargaining has equality dimension, supporting members to take legal action and
ensuring inclusive recruitment. Trade unions are often perceived as being helpful with
problems that fall within their usual area of workplace expertise but they were less helpful with
issues that are more complex and of which they had less experience, such as disability
20%
11%
2%
5%51%
11%
Recruitment policies and procedures
Recruitment or selection policy isthere but is not followed- 20%
Not sure- 11%
Clearly discriminative on accesscapital and business premises- 2%
Clearly discriminative on workopportunities- 5%
No clear recruitment or selectionpolicy- 51%
Institution follows transparentpolicies- 11%
37 | P a g e
discrimination37. It is therefore important to provide trade unions with knowledge and skills on
how to include persons with disabilities in their programmes both as members as well as in
decision making capacities.
3.5 Reasonable accommodation
A reasonable accommodation is any change to the application or hiring process, to the job, to
the way the job is done, or the work environment that allows a person with a disability who is
qualified for the job to perform the essential functions of that job and enjoy equal employment
opportunities. Accommodations are considered “reasonable” if they do not create an undue
hardship or a direct threat38.
All survey respondents were asked whether they were aware that people with disabilities have
a legal right to have adaptations that will enable them to do their job to the best of their ability.
Legal right to have adaptations With
disabilities
Without
disabilities
Total
no 23 83 106
yes 24 120 144
Grand Total 47 203 250
The lack of awareness on reasonable accommodation may result in persons with disabilities
failing to apply for jobs, and for those already in employment, they may fail to ask responsible
authorities to make the required adjustments. If employers are not aware of their obligation to
make reasonable accommodations, they may unknowingly exclude persons with disabilities
in employment. As a result, it is important to provide guidance; awareness-raising and training
should to ensure a better comprehension by all stakeholders, including persons with
disabilities, of the concept of reasonable accommodation39.
3.5.1 Possible adaptations/ Reasonable Accommodations
Respondents were asked to select top 2 adaptations that they consider most important for
ensuring that persons with disabilities are accommodated in the workplace. Both persons with
37 https://www.researchgate.net/publication/327898993_Evaluating_the_role_of_trade_unions_and_civil_society_organisations_in_supporting_graduate_educated_disabled_workers 38 https://adata.org/factsheet/reasonable-accommodations-workplace 39 http://www.supportability.eu/Supportability/Sections/Section11/Report/pdf/APLOAD-REP-6.pdf
38 | P a g e
and without disabilities cited the need for adapted/accessible office or workspace, persons
with disabilities identified the need for assistive technology whereas those without identified
the need for adjusted working hours.
All KIs were not aware or had never seen any adaptations or reasonable accommodation in
their workplace. Focus was mainly on ensuring they facilitate recruitment of persons with
disabilities who either have the right qualifications or they can provide them with
apprenticeship or job coaching to enhance their performance. Some KIs have conducted or
are motivated to conduct small scale awareness raising activities to encourage employment
of PWDs. KI X, “To be honest we haven’t been requested to consider that matter and we didn’t
have such ideas. I suggest that OPDs can do awareness raising or motivation sessions with
communities.” KI U added, “To be honest I never thought of this, but I always motivate friends
and people around me to help other vulnerable people, and I have always remind them that
God make us wealthy and give us money not only for ourselves but we have to help other
poor people”. This statement shows that while some people were motivated to increase their
own awareness and possibilities to employ persons with disabilities, the language used was
still embedded in the charity approach to supporting persons with disabilities rather than
recognising them are equals. Basing on this model, employers may view persons with
disabilities as charitable cases; and rather than addressing the real issues of creating a
workplace conducive to the employment of persons with disabilities, employers may conclude
that making charitable donations meets social and economic obligations40.
40 https://www.theweb.ngo/history/ncarticles/models_of_disability.htm
39 | P a g e
It is important to highlight that many people with disabilities do not require any accommodation
at all. For those that do, the accommodation may be simple and inexpensive, such as putting
in a ramp, raising a chair, extending the training period or adjusting working hours. Other types
of job modifications can be more expensive, such as purchasing screen-reading software for
blind people41.
3.6 Legal Instruments governing realization of Rights to livelihoods opportunities by
People with Disabilities in Iraq
This section analysed awareness and understanding of the different local and international
legal instruments guiding rights realization for persons with disabilities. These included Law
38 of 2011 on the rights and privileges of Disabled and People with Special Needs in the
Region of Kurdistan, Law 22, Iraq constitution and Convention on the Rights of Persons with
Disabilities. UNCRPD Article 27 (1) on Work and employment, “States Parties recognize the
right of persons with disabilities to work, on an equal basis with others; this includes the right
to the opportunity to gain a living by work freely chosen or accepted in a labour market and
work environment that is open, inclusive and accessible to persons with disabilities. States
Parties shall safeguard and promote the realization of the right to work, including for those
41 WHO, 2010, community-based rehabilitation: CBR guidelines- Livelihoods component
75
39
44
28
31
4
29
23
8
18
7
0 10 20 30 40 50 60 70 80
Adapted/accessible office or workspace
Adjusted working hours
Provide assistive technology
Transport to and from work
Avail personal assistant
Other
Number of responses
Reasonable accomodations
With disabilities Without disabilities
40 | P a g e
who acquire a disability during the course of employment, by taking appropriate steps,
including through legislation…42”.
Article 22 of Iraq Constitution, “The law shall regulate the relationship between employees and
employers on economic basis and while observing the rules of social justice and the State
shall guarantee the right to form and join unions and professional associations, and this shall
be regulated by law”. Article 32, “The State shall care for the handicapped and those with
special needs, and shall ensure their rehabilitation in order to reintegrate them into society,
and this shall be regulated by law”43.
Survey respondents were asked what they think on whether people with disabilities have a
legal / human right to work or start a small business, they answered as follows:
Legal/human right to work or start a small
business
With
disabilities
Without
disabilities Total
No, they can work if they want to but this is not
a legal / human right 2 6 8
No, they cannot work and do not have the legal/
human right to work 0 2 2
Yes, they have the legal / human right to work 45 195 240
Grand Total 47 203 250
The majority of respondents both with disabilities (45 or 95.7%) and those without disabilities
(195 or 96%) reported that persons with disabilities have the human right to work or start
a small business. However 2 persons without a disability felt that persons with disabilities
have no right to work- this may be due to lack of awareness of the legal framework in place.
Government of Iraq, through Law 38 has an obligation to “provide equal opportunities in the
field of employment in accordance with the qualifications of persons with disabilities and
special needs”.
3.6.1 General awareness of legal instruments
Approximately 53% of respondents with disabilities and approx. 40% of those without
disabilities indicated that they are not aware of any laws or human rights conventions that
give people with disabilities in Iraq the right to work or start their own businesses whereas
42 UNCRPD, 2008, Article 27- Work and Employment 43 Constitution of Iraq, 2005
41 | P a g e
40% (respondents with disabilities) and approx. 43% (respondents without disabilities)
said they are aware of legal instruments guiding rights of persons with disabilities.
Awareness of legal
instruments With disabilities
Without
disabilities Total
Not aware 25 53.19% 81 39.90% 106 42.40%
Not sure 3 6.38% 35 17.24% 38 15.20%
Yes aware 19 40.43% 87 42.86% 106 42.40%
Total 47 203 250 100%
KIs from OPDs and DoLSA expressed awareness of both Law 22 and Law 38 of 2013 on the
Care of Persons with Disabilities and Special Needs. KI X, “I am familiar with the laws, they
are very good but there is lack of practice. These laws should be activated and strictly
monitored so every sector can consider rights of PWDs in their priority.”
However, the labour syndicate and business representatives expressed that they were not
aware of these of these laws, stating:
KI U, “I have no idea regarding these laws, and I think PWDs are also not aware of such
laws and policies.”
KI V, “I didn’t see the Laws and I have no ideas in this regards, but I’m sure laws are not
practicing for all not only in relation with disabilities.”
KI Y, “I am not aware of these laws, since our mandate and targeted are not PWDs
specifically, so I don’t want to talk to something I am not familiar with”.
KIs reported thinking these legal provisions or policies are helpful but there are some
challenges that may or are being faced around implementation namely; laws are not being
considered or not practised, not all people in positions of authority are aware of these legal
provisions, the general economic situation is not well hence the laws may not have desired
impacts, these laws are difficult to implement and most importantly, there is no strict monitoring
by specific authorities. KI T, “All laws are facing difficulties in practicing; there should be strict
monitoring by government in order to guaranty the practice” whereas KI X highlighted that,
“Laws are available but not all people in the authority are aware on the laws so they can
consider and implement them. The only challenge is lack of awareness on these laws by the
relevant sectors”. Failure to implement these laws negatively impact on employment of
42 | P a g e
persons by not availing them opportunities as stipulated. According to the Committee on the
Rights of Persons with Disabilities, they noted that although Law 38 which is currently under
revision contains very good provisions, its problem lies in lack of its implementation. In
Kurdistan, Law 22 ensures that significant efforts were being made to provide access to basic
services and protection to persons with disabilities44.
3.6.2 Awareness of specific legal instruments
An analysis of awareness of specific legal instruments however painted a bleak picture of the
situation as indicated below.
Four specific legal instruments (3 local and one international) were considered i.e. Law No.
38, Law No. 22, Iraq constitution of 2013 and UN Convention on the Rights of Persons with
Disabilities (CRPD). The assessment found out that the majority of the survey respondents
(both with and those without disabilities) were either not aware of the laws or policies
(between 86-90%) or they knew a little bit but have never read the laws/ policies (5-10%).
KIs from OPDs expressed awareness of both Law 38 and Law 22 but all KIs did not mention
anything about the constitutional provisions or the CRPD. However, KI X has some
understanding of quotas/laws that require businesses that have more than a given number of
employees to hire a certain percentage of employees with disabilities, “According to Kurdistan
law 22 and Iraqi law 38 the percentage of PWD’s employment is existed, according to these
44 https://reliefweb.int/report/iraq/committee-rights-persons-disabilities-discusses-impact-armed-conflict-persons
0 0 0 11 1 1 17 10 5 8
90 86 92 88
2 2 2 2
Law 38 Law 22 Iraq constitution UN Convention
Pe
rce
nta
ge o
f re
spo
nd
en
ts
Awareness of Laws
Yes Fully Aware Yes Quite Aware Yes Little Aware NO, Not Aware N/A
43 | P a g e
laws the 3% of employment ratio with private sectors should be for PWDs and 5% of
employment ratio with public sectors should be for PWDs. Unfortunately these laws are not
practiced by either government, businessmen or business owners.”
3.6.3 Strategies for increasing awareness of the legal Instruments
Survey respondents were asked to choose top 3 from an array of options on what they think
should be done to increase level of knowledge on laws governing access to work and
employment as a right for Persons with Disabilities. Printing and sharing copies of the laws
came out top followed by use of social media and thirdly holding awareness campaigns in the
communities.
107
92
76
64
67
58
16
17
6
26
23
17
17
13
16
8
4
2
0 20 40 60 80 100 120
Print and share copies of laws and policies
Disseminate information on social media
Awareness raising in communities
Work closely with OPDs to advocate for access
Train education staff on laws and policies
Have an awareness raising slot on TV
Have awareness raising slots on radio
Establish support or knowledge groups
Other
Number of responses
Strategies for sharing information on legal instruments
Without disabilities With disabilities
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3.7 Collaboration and empowerment
KIs highlighted the need to strengthen collaboration between HI, other NGOs, OPDs, DoSA
and the Labour Syndicate. The activities should also ensure active participation,
empowerment and meaningful consultation with persons with disabilities through their OPDs.
KI X, “We have a basic belief that anything for us should be from us, that’s why we will be
thankful to HI for them to consult and ask PWDs opinions in such activities.”
KI Z, “My last recommendation is that I am kindly asking for support to PWDs but in a way that
PWDs will not feel they are in place of sympathy but than motivating them to have self-
confidence.”
KI X, “DoSA is very relevant to these issues so we are asking you and other organizations to
involve us more, because if PWDs have special situations we as DoSA have the responsibility
to support and cooperate with you.”
Organisations of Persons with Disabilities (DPOs) are representative organisations run by and
for people with disabilities and have a mandate to represent the views and perspectives of
people with disabilities and are key partners in development and associated research45.
45 Research for Development Impact Network 2020, Research for All: Making Research Inclusive of People with Disabilities
45 | P a g e
4. Recommendations
These recommendations are divided into two sections with the first section will focus on project
specific recommendations for program/project staff and the second section recommendations
classified according to actions to be taken by different actors i.e., OPD, community, NGOs,
and state. A twin track approach is used to make recommendations for use
4.1 Recommendations for Project and field staff
This BFA is intended to give guidance to project and consortium field staff that are currently
implementing an inclusive livelihoods project in Akre and Halabja and below are some
recommendations to be incorporated.
Key activity Specific activities
Capacity
Development for
advocacy and
empowerment
Build the capacity of partner organizations and OPDs to raise
awareness on, advocate and lobby for inclusion and inclusive
livelihoods. This should include lobbying for policy implementation
and monitoring of the existing legislation.
Strengthening the capacity of DoLSA and labour syndicate so that
these departments can better complement the OPDs’ effort to
advocate for policy implementation
Strengthen the job readiness and soft skills for persons with
disabilities. These can include confidence building, grooming and
etiquette, job searching skills, job profile development, job application
and interview skills.
Establishment of a buddies/peer support groups to continue
enhancing the confidence of the involved participants. Peer support
may result in changes in participants’ confidence, self-esteem and
social skills. These can potentially help participants to be more
positive about their vocational prospects and in the longer term,
increase their chances of achieving their goals.
Identify and train relevant authorities on the on the importance of
monitoring livelihoods policy implementation, building their capacity
to carry out monitoring and support with development of a monitoring
framework
46 | P a g e
Support
awareness
raising initiatives
on inclusion and
inclusive
livelihoods
Train OPDs and partner organizations on how to plan and carry out
effective inclusive awareness raising campaigns.
Establishment/adaptation of a model accessible employment and/or
vocational training setting that can be used as a way of raising
awareness- the project can identify a small business and/vocational
or skills development institution that can be modeled to take
consideration of all appropriate reasonable accommodations. This
will take into consideration all the accessibility considerations
infrastructure adaptation, appropriate signage, information
dissemination, accessible computers and peer to peer support for the
person with disabilities.
Compile and disseminate the specific legal provisions on livelihoods
within the different legislations using different accessible formats in
order to raise awareness on the different laws in partnership with
OPDs.
Facilitate establishment of accessible social media platforms that can
be used in the community to share information on inclusive
livelihoods and employment opportunities.
Support different awareness raising initiatives on inclusive livelihoods
including bulletin boards, mainstream media, fliers and newsletters
Support
collaboration
and coalition
building
between
stakeholders
Facilitate creation of platforms for collaboration between partners and
other relevant organizations including INGOs, local NGOs and
women’s organizations, labour movement, business community and
vocational training and skills development centres so that they can all
share a common understanding on why and how persons with
disabilities can be included in various livelihoods opportunities within
the community.
Coordinate exchange learning platforms on inclusive livelihoods good
practices
Collection of
disaggregated
data
Training OPDs and consortium staff on collection of disability, gender
and age disaggregated data.
Support consortium partners to continue to collect disaggregated
data
47 | P a g e
4.2 Recommendations for specific actors
This section provides recommendations on how other actors including OPDs, government
departments, the business community and other NGOs can support access to livelihoods for
persons with disabilities in Akre and Halabja.
4.2.1 Recommendations for OPDs
Partnerships and collaboration with OPDs improve the effectiveness and accountability of
humanitarian operations by helping directly to achieve inclusion and ensure that humanitarian
action benefits from and contributes to development. It is imperative to always respect the
disability community’s motto (‘Nothing about us, without us’) hence; humanitarian
stakeholders must work with persons with disabilities and their representative organizations
rather than plan or make decisions on their behalf46.
Key Issue Main activities
Awareness raising Raise awareness and provide training to community members,
persons with disabilities, humanitarian stakeholders, and first
responders on the needs, rights and capacities of persons with
disabilities.
Disseminate information on policies and legal frameworks
guiding disability interventions in Iraq in accessible formats
Disseminate information in multiple accessible formats to other
OPD members, persons with disabilities, and other audiences
Lobbying and
advocacy
OPDs to lobby for inclusion of persons with disabilities in
existing vocational training institutions.
Advocate for the rights of persons with disabilities to work and
start small businesses on an equal basis with persons without
disabilities.
Represent disability constituencies in meetings and advocate
for the rights of persons with disabilities.
Work closely with and lobby business community to get
internship opportunities for persons with disabilities to acquire
job related skills.
Monitoring and
evaluation
Participate in data collection for monitoring and reporting on
access to livelihoods, human rights violations, use of funding,
etc.
46 IASC, 2019, Inclusion of persons with disabilities in humanitarian action
48 | P a g e
Participate in needs assessments and the collection of
quantitative and qualitative information. Participate in
identifying both barriers that impede the inclusion of persons
with disabilities and enablers that facilitate their inclusion.
Collect and document good practices and lessons learned, with
respect to inclusion of persons with disabilities with support
from other humanitarian actors in Akre and Halabja.
Assist evaluation teams to assess accessibility and the degree
to which persons with disabilities can fully exercise their human
rights to work, taking gender, age and disability diversity into
account47.
Support evaluation teams to develop contextually relevant and
appropriate questions for inclusion in evaluations of inclusive
livelihoods programmes interventions.
Coordination and
collaboration
Participate in livelihoods cluster and sub-cluster meetings in
Akre and Halabja.
Participate in collecting information on risks and barriers that
persons with disabilities face when they want to access
livelihoods opportunities and services.
Coordinate OPDs in Akre and Halabja to collect information
and compile it for sharing with relevant stakeholders and wit
the national level OPDs.
4.2.2 Recommendations for wider livelihoods programme implementing partners
Issue Recommendation
Capacity building Provide training can to help develop job seeking skills, for
example on how to write a curriculum vitae; look for jobs in the
newspapers, through family members and other contacts; fill in
application forms; develop telephone or letter-writing skills; and
perform well in a job interview.
Provide jobseekers with access to the facilities they will need to
look for employment e.g. telephones, computers and desks.
47 IASC 2019, Guidelines on inclusion of persons with disabilities in humanitarian action
49 | P a g e
Provide technical advice and support to vocational institutions
on how to adapt their curriculums to meet current trends in the
job market
Inclusive
programming
Design a twin-track approach and response strategy, including
standard operating procedures (SOP), based on sector-specific
guidelines and standards on inclusion of persons with
disabilities48.
Collect sex, age and disability disaggregated data using data
collection tools tested in humanitarian contexts e.g. WGQSS
Support with capital
to start up small
businesses
Provide direct financial support to start small enterprises by
persons with disabilities
Support and facilitate establishment of Village Savings and
Lending Schemes where a group of people pay small amounts
into a common “pot” every week or month on a voluntary basis
and then distribute the lump-sum as a loan or grant to one
member at a time. These groups promote the discipline of
saving, enhance self-confidence and self-esteem and
significantly empower their members49.
Work closely with microfinance institutions to facilitate access
to capital for persons with disabilities, monitor project
implementation and follow-up on payback of loans.
4.2.3 Recommendations for business community and VTCs
Key Issue Main Activities
Capacity building Provide internship, OJT and coaching opportunities for
persons with disabilities.
Hire people with disabilities, making reasonable
accommodations available where needed
Make reasonable accommodations for recruitment,
employment and retention in the job by persons with disabilities
Develop partnerships with local employment agencies, labour
movement, educational institutions, skill training programmes,
48 IASC 2019, Guidelines on inclusion of persons with disabilities in humanitarian action 49 WHO, 2010, CBR Guidelines- Livelihoods Component, pp8
50 | P a g e
and social enterprises to build a skilled workforce that includes
people with disabilities
Vocational and job
readiness skills
development
Adapt curriculum and training to meet the general and specific
needs of persons with different disabilities.
Ensure that all supervisors and human resource personnel are
acquainted with the requirements for accommodation and
non-discrimination with regard to individuals with disabilities50.
Information
dissemination
Employers’ organizations, such as chambers of commerce,
Rotary clubs, training centre alumni associations and other
such groups can provide useful information about labour force
needs, job opportunities, marketplace needs, training gaps and
other employment information.
Microfinance institutions can improve access to microfinance
for persons with disabilities through better outreach, accessible
information and customized credit conditions
Business skills
development
Provide business skills training and development for persons
with disabilities.
Support persons with disabilities in developing viable business
proposals that can be used to apply for financial support
Personal skills development can include self-esteem,
personality development, positive thinking, motivation, goal-
setting, problem-solving, decision-making, time management
and stress management
For labour syndicate Labour unions can make disability issues, including
accommodations, part of their bargaining agendas.
Trade unions can share information on the rights of workers
with disabilities and help people with disabilities get hired and
support them on the job.
50 https://www.who.int/disabilities/world_report/2011/chapter8.pdf?ua=1
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4.2.4 Recommendations for government departments
Key Issue Main Activities
Policy development,
implementation and
monitoring and
evaluation
Develop, implement and enforce legislation to facilitate and
provide guidance on access to livelihoods opportunities (work
and small businesses) by persons with disabilities
Provide policy guidance and progress monitoring to OPDs and
business community.
Monitor policy implementation on access to livelihoods
opportunities by persons with disabilities including quota
system adherence.
Design safety net policy interventions to promote labour market
inclusion of persons with disabilities to include assistance and
support services or covering the additional costs incurred by
those who enter employment – such as the cost of travel to work
and assistive equipment.
Monitor and evaluate labour market programmes aimed at
facilitating and increasing employment of persons with
disabilities and scale up those that deliver results with focus on
inclusive, not segregated solutions.
Coordination Invite local OPDs that represent the diversity of persons with
disabilities, and private and government providers of disability
services, to coordinate with humanitarian stakeholders and
share information.
Systematically require relevant meeting agendas and reporting
processes to update and report on disability.
Share official information on persons with disabilities, including
information on barriers, risks, available services and training.
Needs assessment
and
analysis
Government, through DoLSA and DoH Involve OPDs that
represent the diversity of persons with disabilities, and disability
service providers, in planning and implementing data collection
activities;
Promote use of data collection tools tested in humanitarian
contexts, such as the Washington Group Short Set of Disability
Questions.
52 | P a g e
Incorporate WGQSS when identifying persons at risk of
disability in addition to the criteria that is being used currently51.
5. Conclusion
This BFA found that there are many barriers to accessing livelihoods opportunities by persons
with disabilities in Halabja and Akre districts of Iraq- these range from general lack of
employment opportunities for both persons with disabilities and those without, poor access to
physical structures and recruitment information, discrimination, negative attitudes, poor
perception of capacities of persons with disabilities, lack of job training, experience and job
related skills by persons with disabilities, and lack of knowledge of and poor implementation
of existing laws and policies and legal frameworks.
These identified barriers cab be addressed by different players at different levels i.e. project
field staff who will focus on capacity development and empowerment of persons with
disabilities and their representative organizations; OPDs can focus mainly on awareness
raising and community levels, lobbying and advocacy for inclusion and inclusive livelihoods
practices with relevant stakeholders, monitoring access to opportunities and meaningful and
equal participation of their members; other livelihoods actors can focus on availing start-up
capital and skills development for persons with disabilities; vocational training institutions,
companies and potential employers can focus on skills development, provide employment and
internship opportunities, create conducive work environments with all reasonable
accommodations at all levels for persons with disabilities; MFIs can avail start-up capital and
business mentorship for persons with disabilities; and lastly government departments play a
coordination role and ensure policy implementation by all stakeholders.
Disability activists and inclusion professionals appreciate that the combined effort of different
stakeholders in ensuring removal of these barriers faced by persons with disabilities will not
only benefit persons with disabilities themselves, but will also widely impact on society by
encouraging inclusive practices by the larger society and thereby creating a chance for
persons with disabilities to enjoy their right to work (in fulfillment of CRPD article 27 and Law
38) and contribute to the economic development of both Akre and Halabja on an equal basis
with everyone else.
51 While the WGQ by themselves explicitly address only limitations in undertaking basic activities, they are designed for analysis with other information in a way that incorporates the full bio-psychosocial model of disability.
53 | P a g e
Annex 1: Survey Questionnaire
Draft Halabja/Akre Livelihoods BFA Questionnaire
Target for the Questionnaire
NB: Information in this table is for administrative purposes only to guide in identification of
participants.
The target for this questionnaire is persons with disabilities, including men and women with
disabilities (specifically youths adults of employable age i.e. 18-50 years) living in both rural
and urban areas, family members of persons with disabilities and different service providers
of employment services as identified in the stakeholders matrix. It is important however, to
consider that Retirement age with public sectors is 63 years, while with private sectors there
is no limit for employment, we may have interviewees up of 50 years in both private and
public sectors. For the purpose of this BFA, when identifying participants, more participants
below the age of 50 will be interviewed.
Introduction of Interviewer
Hello my name is (say name) I am a (say position) and I work for an INGO called Handicap
International (HI – Humanity & Inclusion). Handicap International is an independent
humanitarian organization working in Iraq since 1992 to address the needs of people affected
by the crisis. We do not offer financial assistance.
Today, we would like to ask you a few questions in order to understand better the barriers and
facilitators that can either deny or enhance access to employment and business opportunities
for persons with disabilities in Akre and Halabja. Your participation is at all times voluntary.
Your answers will be treated with utmost privacy and confidentiality. There is no obligation to
answer the questions, and you are free to refuse any question you do not wish to answer.
However, the more accurate information you can give us the better we might be able to assist
you. You have the right to withdraw your agreement to participate at any time during the
interview.
Choosing to participate or not to participate in the interview, or to answer or not answer specific
questions, will have no impact, negative or positive, on your eligibility to receive future services
from Handicap International or any other NGO.
54 | P a g e
We are not guaranteeing that you will receive any assistance or services as a result of
participating in this survey.
This interview will take approximately 35-40 minutes.
Consent to Services by HI and Consent for Release of Information (for both beneficiary
and his/her caregiver):
Do you give consent for our team to collect information about your household today; and, do
you give consent for the information collected by HI team during the interview today to be
shared with other HI teams for possible use in the provision of service? It is understood that
in giving this consent the information will be treated sensitively and confidentially and strictly
in the interests of facilitating access to protection or assistance.
☐ Consent obtained ☐ consent obtained partially ☐ consent not obtained
A Interview details:
A1 Interviewer name :
A2 Todays’ date:
Demographic information
Before asking these questions explain to the participants that you are collecting some
demographic information on survey participants. This information will be anonymized and
used only to identify whether particular groups in the community face specific barriers to
accessing employment and business opportunities in Akre and Halabja. Explain that their
feedback will be recorded and used to improve access to services, but will not necessarily
result in immediate changes. Explain again that they do not have to answer any questions
they are not comfortable with.
Sex
Age
The Washington Group Questions52:
Introductory sentence: The next questions ask about difficulties you may have doing
certain activities because of a health problem.
Questions Answers
52The Washington Group – Short Set of Questions on Disability are useful in identification of people with disabilities. The questions aim to identify who in a population has functional limitations that have the potential to cause disability. They will not identify every single person with a disability in every community and are less suitable for use with children as they may underestimate functional limitations in children. For children, the Module on Child Functioning developed by UNICEF and the Washington Group can be used. https://data.unicef.org/resources/module-child-functioning/. Where more information about disability is required, then utilising the Extended Set of Washington Group Questions would be beneficial to capture people experiencing functional limitations, including psychosocial disability (e.g. trauma, anxiety, fatigue, depression).
55 | P a g e
Do you have difficulty seeing, even if
wearing glasses?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty hearing, even if
using a hearing aid?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty walking or
climbing steps?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty remembering or
concentrating?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty (with self-care
such as) washing all over or dressing?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Using your usual (customary)
language, do you have difficulty
communicating, for example
understanding or being understood by
others?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Profile respondent53
(Tick appropriate)
Profile 1:Individual with disabilities
Profile 2: Individual without disabilities
Profile 3: Family member of individual with disabilities
Profile 4: Government representative
Profile 5: Financial Service Provider
Profile 6: Business representative (company, shops, organizations)
Profile 7: Skills development/Vocational Training centre representative
Location
Urban
Rural
Other_________________
A. Access to employment
Profile 1-3 Answer all questions
53 Profile is preselected from sample. The interviewer will understand this and as/skip questions as appropriate
56 | P a g e
Profile 4-7 Skip A1 and A2
A1
Are you (person
with or without
disability) or your
family member (if
family member is
responding on
behalf) with a
disability currently
in any
employment? (ref
to profile of
respondent above
to appropriately
ask this question)
If you choose self-
employment, Skip
to B
No am unemployed
Yes in full-time waged employment
Yes in part-time waged employment
Seasonal work
Daily work
Yes in self- employment (own small business) at home
Yes in self-employment (own small business) outside the home
Yes in sheltered employment54 (special employment for people
with disabilities)
Other (specify) __________________________
A2
If employed,
which sector are
you in?
Public sector
Agriculture
Mining
Construction and Engineering
Manufacturing
Civil Society/NGO
Service industry
Other ____________________
54 Sheltered employment is a setting in which people with disabilities receive services and training to develop work-related skills and
behaviors. “Sheltered,” as a concept, originally implied an environment, which was safe and protected for individuals with disabilities.
57 | P a g e
A2.1
If not employed
(no),
Have you ever
been employed
before?
Yes
No
If no- explain why? ______________________________
A2.2
If you have been
employed before,
what were the
reasons for
leaving your last
employment
Explain: ___________________________________________________
__________________________________________________________
A2.3 If not employed
(no),
Are you currently
seeking work?
Yes
No
If no- explain why? ______________________________
A3
What kind of work
environment do
you think is best
for people with
disabilities?
Select top 3)
Yes in full-time employment in public sector
Yes in full-time employment in service sector
Yes in full-time employment in agriculture sector
Yes in full-time employment in manufacturing sector
Yes fulltime employment in construction and engineering
Yes in full-time employment in civil society/NGO sector
Yes in part-time employment in private sector
Yes seasonal employment
Yes, daily work
Yes in sheltered employment
Yes running their own small business
Other (specify) __________________________
58 | P a g e
Explain reason for your choice: ______________________________
_______________________________________________________
A4
what barriers are
people with a
disability
facing/have faced
in accessing
employment (Pick
the top 3)
No previous work experience
No required qualifications and skills for the available jobs
Am discriminated on for being a person with disability despite
having the necessary qualifications
My family and community does not support my idea to work
There are generally no job opportunities
I do not have capital to start my own business
No suitable transport to go to work
Transport to and from work is very expensive
No assistive devices for mobility and for use at work
No required business skills
Other: ______________________________
A5 What do you think
can be done to
improve access to
employment for
persons with
disabilities
(Choose top 3)
Work skills acquisition and development through technical and
vocational guidance
Support people with disabilities to find and maintain employment
Provide coaching, on the job training and job mentoring
Advocate for/enforcement of affirmative action e.g. establish
quota system in companies
Provide paid personal assistance where necessary
Adapt workplace infrastructure
Provide adapted transport system
Support with transport costs to go to work
Avail assistive devices and assistive technology
Others
B- Access to business Opportunities
B 1
Do you think
people with
disabilities face
any barriers in
starting and
Yes
No
59 | P a g e
running small
businesses?
B2
If self-employed,
what barriers are
most likely to be
faced by persons
with disabilities
(choose top 3)?
Difficult to get transport to work
Difficulties accessing capital or financial support
Lack of business skills
Lack of market for products
Consumer discrimination
Lack of business premises
Lack of family support in starting a business
Absence of appropriate and sensitive business support
Lack of confidence to start a business
Difficulties using the toilets and bathrooms in the workplace
Other: _____________________________________________
B3
What do you think
can be done to
improve access to
self-employment
and small
business start-up
for people with
disabilities
(Choose top 3)
Business skills acquisition and development through technical
and vocational guidance
Support people with disabilities to get placement services,
coaching and business mentoring
Facilitate access to markets
Provide paid personal assistance where necessary
Provide capital to start small enterprises
Provide assistance in finding and maintaining employment
Avail appropriate assistive devices and technologies
Others
C. Discriminatory practices and attitudes
C1
Have persons with
disabilities
experienced any
discrimination in
employment?
Yes
No
Not sure
C2 Do you believe that
people with
disabilities can also
work?
Yes
No
Not sure
60 | P a g e
C3 Do you believe that
women including
women with
disabilities can also
work?
Yes
No
Not sure
Explain your answer: _____________________________
C4.1
If yes to
discrimination, what
were the reasons
for the
discrimination?
Because they are women
Because they are men
Because they are too young
Because they are too old
Because they have a disability
Other: _______________________________________
C4.2
If yes,
please select top 3
discriminatory
practices you/they
have experienced
discrimination in being selected for a job
discrimination in performing your job
discriminatory comments
Discrimination in accessing start-up capital
Discrimination in acquiring job/ business skills.
Discrimination in acquiring business premises
Other
C4.3
If yes to
discrimination,
what kind of action
will you/they most
likely to take
against the
discrimination
No action
Stopped working
Changed jobs
Complained to colleagues and/or family
Launched a formal grievance using the grievance procedure
Got support from workers/business union
Took legal action
Other: Clarify
C4.4
If any action was
taken, what was
the outcome
Please explain
__________________________________________________________
__________________________________________________________
_________________________________________________________
61 | P a g e
C5
How do the
recruitment
processes ensure
the rights of PwDs
to work without
discrimination?
(choose
appropriate)
The institution follows transparent policies
There is no clear recruitment/selection policy
The recruitment/selection policy is there but is not followed
the laws are clearly discriminative that PwDs should not be
working
the laws are clearly discriminative that PwDs should not be
access capital and business premises
I am not sure
C6
How would you feel
about working with
or entering into a
business
partnership with a
person with a
disability, even if
they need some
assistance to work?
Very willing
Somewhat willing
Neutral – neither willing nor unwilling
Somewhat unwilling
Very unwilling
D. Reasonable accommodation
D1
Are you aware that people
with disabilities have a
legal right to adaptations to
enable them to do their job
to the best of their ability?
Yes
No
D2
Select top 2 adaptations
that can be important from
the list provided
Assistive technology- give examples:
________________
Adapted/accessible office or workspace
Adjusted working hours
Transport to and from the workplace
Personal assistants
Others
62 | P a g e
E. Laws and policies governing realization of Rights to livelihoods
opportunities by People with Disabilities in Iraq
E1
Do you think that
people with
disabilities have a
legal / human
right to work or
start a small
business? Select
one.
Yes, they have the legal / human right to work
No, they can work if they want to but this is not a legal / human right
No, they cannot work and do not have the legal/ human right to work
E2
Are you aware of
any laws or
human rights
conventions that
give people with
disabilities in Iraq
the right to work
or start
businesses?
Yes
No
Not sure
E3
Which laws are
you aware of?
Law No. 38 of 2013 on the Care of Persons with Disabilities and Special
Needs
Yes, fully aware, where it is written how to realize it
Yes, quite aware, I know the law/policy
Yes, a little bit but have never read the law/ policy
No, not at all
N/A
Law No (22), year 2011: Law of rights and privileges of Disabled and
People with Special Needs in the Region of Kurdistan
Yes, fully aware, where it is written how to realize it
Yes, quite aware, I know the law/policy
Yes, a little bit but have never read the law/ policy
No, not at all
63 | P a g e
N/A
Iraq constitution
Yes, fully aware, where it is written how to realize it
Yes, quite aware, I know the law/policy
Yes, a little bit but have never read the law/ policy
No, not at all
N/A
UN Convention on the Rights of Persons with Disabilities (CRPD)
Yes, fully aware, where it is written how to realize it
Yes, quite aware, I know the law/policy
Yes, a little bit but have never read the law/ policy
No, not at all
N/A
Other: ___________________________________
E4
What do you
think should be
done to increase
level of
knowledge on
laws governing
access to work
and employment
as a right for
Persons with
Disabilities? Tick
the top three.
Intervention
Print and share copies of the laws/policies
Train education staff on the laws and policies
Work closely with DPOs to advocate for access
Have an educational slot on National TV
Have an educational slot on National Radio
Disseminate information on social media
Awareness raising in community outreaches
Establish support groups
Other:……………………………………………………………………….
F
Is there anything
you would like to
add about the
64 | P a g e
situation of
employment for
persons with
disabilities in
Hawija/Sinjar?
Thank you
End of Questionnaire
65 | P a g e
Annex 2- Key Informant Interview Guide
KII Guide – Livelihoods
گوزەرانباری-نەخشەڕێگا بۆ چاوپێکەوتن لەگەڵ کەسانی خاوەن زانیاری
Targets for this tooL ئامانجەکانی ئەم ئامرازە
1. Local DOLSA representative ناوچەیی بەڕێوەبەرایەتی چاودێری کۆمەڵایەتی نوێنەری
2. Chairperson of business community/Selected representative of the Employers forum کەسانی
خاوەن کار/ ئەوانەی کە خاوەن شوێنی کارن وە ئەوانەی نوێنەرایاتیان ئەکەن
3. OPD Representatives ڕێکخراوەکانی تایبەت بە خاوەن پێداویستی تایبەت نوێنەری
Introduction of Interviewer
Hello my name is (Star Anwar Hama Ameen) I am a (Civil society project officer) and I’m
working with Handicap International Organization. We are currently conducting a survey on
Access to Livelihoods opportunities for persons with disabilities in Akre and Halabja.
(At this point introduce your colleagues/volunteers by name and their role)
Today we would like to ask you a few questions about access to livelihoods for people with
disabilities for purpose of understanding the challenges they are facing and deciding on the
best ways to support them.
This interview will take approximately 1 hour.
You will not receive any assistance or services as a result of participating in this survey
(although we may be able to make referrals for other services with your permission if needed).
We do hope that the findings of this study will help to advocate for access to meaningful
livelihoods for people with disabilities in Halabja/Akre55. We will only use the general
information you provide that does not include your specific identifying information in our
reports.
You can stop the interview at any time and for any reason if you wish to do so. You can also
request to skip any question that you do not wish to answer for any reason.
55 We can contextualise this to areas of project implementation- Dohuk and Halabja Governorates
66 | P a g e
Choosing to participate or not to participate in the interview, or to answer or not answer specific
questions, will have no impact, negative or positive, on your eligibility to receive future services
from or further engagement with Handicap International or any other NGO.
پێشەکی چاوپێکەتنکار
ڕێکخراوی هاندیکاپی نێو سڵاو من ناوم )ستار انور حمەامین( ، من )بەرپرسی پرۆژەی کۆمەڵگای مەدەنی( م کاردەکەم لەگەڵ
دەست پێڕاگەشتنی دەرفەتەکانی کار لەلایەن کەسانی خاوەن دەوڵەتی، ئێمە کاردەکەین بۆ ئەوەی ڕاپرسیەک بکەین لەسەر
پێداویستی تایبەتەوە
لێرەدا هاوڕیکانت بناسێنە، لەگەڵ ڕۆڵیان لە ڕاپرسیەکە
ئەمڕۆ پێمان باشە چەند پرسیارێکتان ئاڕاستە بکەین سەبارەت بە فەراهەم بونی پەیداکردنی بژێوی ژیان بۆ کەسانی خاوەن
ان( بە مە بەستیانی خاوەن پێداویستی تایبەت بە پرۆژەکانی تایبەت بە گوزەرپێداویستی تایبەت )دەست پێڕاگەشتنی کەس
تێگەیشتن لە ئاستەنگەکانی بەردەمیان وە دۆزینەوەو دەست نیشانکردنی باشترین ڕێگا بۆ پشتگیری کردنیان
کات ژمێر دەخایەنێت ١ئەم چاوپێکەوتنە بە نزیکەی ماوەی
ەین بۆ لەدەرەنجامی بەشداریکردن لەم چاوپێکەوتنەدا ئێمە هیچ جۆرە، هاوکاری خزمەتگوزاریەک دابین ناک
جەنابتان،)هەرچەندە رەنگە بتوانین ڕێگای ناردن بەکاربێنین بۆ ئەولایەنانەی کە خزمەتگوزاری دابین دەکەن ئەمەش
پاش وەرگرتنی رەزامەندی لە جەنابتان( هیوادارین کە لەدەرەنجامەکانی ئەم توێژینەوەوە بانگەشە بۆ ئەوە بکەین کە وا
یان بگات بە خۆشگوزەرانیەکی باش لە ئێراق دا. ئێمە تەنها زانیاریە گشتیەکان کەسانی خاوەن پیداویستی تایبەت دەست
بەکار دێنین لە ڕاپۆرتەکەماندا کە ئێوە باستان کردوە، ئەوزانیاریانە ناخەینە ناو راپۆرتەکەمان کە تایبەتن.
نن هەر پرسیارێک وەڵام ائێوە ئەتونن لەهەر کاتێکدا چاپێکەتنەکە بوەستێنن بەهەر هۆکارێک بێت. هەروەها ئەتو
نەدەنەوە کە پێتان خؤش نەبێت جا بەهەر هۆکارێک بێت.
هەڵبژاردنی بەشداربوون یان پەشدارنەبوون لەچاوپێکەوتنەکە، وەڵام دانەوە یان وەڵام نەدانەوە هەر پرسیارێک
یان کاریگەری خراپ یان باشی نابێت لەسەر شیاوی تۆ لەمەڕ وەرگرتنی هەر جۆرە خزمەت گوزاریەک
تێکەڵاوبوونێک لەگەل ڕێکخراوی هاندیکاپی نێودەوڵەتی یان هەر ڕێکخراووێکی تر.
Yes بەڵێ /No نەخێر
Take the signature for written consent:
ئیمزا وەرگرە بۆ ڕەزامەندی نوسراو
67 | P a g e
Assessor information زانیاری لەسەر کەسی چاوپێکەتنخواز
Interview date چاوپیکەوتن بەرواری
Assessor/s name/s ناوی کەسی
چاوپێکەوتنخواز)زانیاری وەرگر(
Assessor/s organization/s (CSO/DPO name/s)
جاوپێکەتنخواز/ رێکخراو/ رێکخراوی کۆمەڵگەی مەدەنی/
رێکخراوی تایبەت بە خاوەن پێداویستی تایبەت
Sex of assessor/s (M/F) ێکەتنخواز/ ڕەگەزی کەسی چاوپ
نێر/مێ
Local authority information
زانیاری لەسەر دام و دەزگای خۆجێی
Role of key informant (e.g. Director- DoLSA)
ڕۆڵی کلیلی زانیاریەکان)زانیاری بەخشەر()بۆ نمونە. بەڕێوەبەری
چاودێری کۆمەڵایەتی(
Name of local authority (e.g. Directorate of
Health)
ناوی دامو دەزگای خۆجێی)بۆ نمونە. بەڕێوەبەرایەتی تەندروستی(
Location of local authority (area)
شوێنی دام ودەزگای خۆجێی
Sex of KII (M/F)
ڕەگەزی کلیلی زانیاریاکان)زانیاری بەخشەر( )مێ/نێر(
The Washington Group Questions56: Introductory sentence:
The next questions ask about difficulties you may have doing certain activities because of a
health problem.
56The Washington Group – Short Set of Questions on Disability are useful in identification of people with disabilities. The questions aim to identify who in a population has functional limitations that have the potential to cause disability. They will not identify every single person with a disability in every community and are less suitable for use with children as they may underestimate functional limitations in children. For children, the Module on Child Functioning developed by UNICEF and the Washington Group can be used. https://data.unicef.org/resources/module-child-functioning/. Where more information about disability is required, then utilising the Extended Set of Washington Group Questions would be beneficial to capture people experiencing functional limitations, including psychosocial disability (e.g. trauma, anxiety, fatigue, depression).
68 | P a g e
Questions Answers
Do you have difficulty seeing, even
if wearing glasses?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty hearing, even
if using a hearing aid?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty walking or
climbing steps?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty remembering
or concentrating?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty (with self-care
such as) washing all over or
dressing?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
Using your usual (customary)
language, do you have difficulty
communicating, for example
understanding or being understood
by others?
□ No – no difficulty □ Yes – some difficulty
□ Yes – a lot of difficulty □ Cannot do at all
نی گروپی واشنتۆنپرسیارەکا
دەستپیک: ئەو جەند پرسیارەی خوارەوە سەبارەت بە هەبوونی ئاستەنگی لە جێ بەجێ کردنی هەر چالاکیەک بە هۆی گرفتی تەندروستیەوە.
پرسیار
وەڵام
نەخێر □ –بەڵێ □ نەخێر هیچ ئاستەنگێک– هەندێ ئاستەنگ
نم هیچ ناتوانم ببی □ ئاستەنگی زۆر– بەڵێ □
ئایا هیچ ئاستەنگیەکتان هەیە لە بینین تەنانەت بە بەکارهێنانی
جاویلکەی پزیشکیشەوە؟
نەخێر □ –بەڵێ □ نەخێر هیچ ئاستەنگێک– هەندێ ئاستەنگ
هیچ ناتوانم ببیستم □ ئاستەنگی زۆر– بەڵێ □
ئایا هیج ئاستەنگیەکتان هەیە لە بیستندا تەنانەت بە بەکارهێنانی
ئامێری بیستنیشەوە؟
نەخێر □ –بەڵێ □ نەخێر هیچ ئاستەنگێک– هەندێ ئاستەنگ ئایاهیچ ئاستەنگیەکتان هەیە لە ڕۆشتن یان هەنگاونان؟
69 | P a g e
هیچ ناتوانم بڕۆم □ ئاستەنگی زۆر– بەڵێ □
نەخێر □ –بەڵێ □ نەخێر هیچ ئاستەنگێک– هەندێ ئاستەنگ
– بەڵێ □ گی زۆرئاستەن هیچ ناتوانم تەرکیز بکەم وهیچم بیر نایەتەوە □
ئایا هیچ ئاستەنگیاکتان هەیە لە بیرهاتنەوە یان لە تەرکیز
کردن؟
نەخێر □ –بەڵێ □ نەخێر هیچ ئاستەنگێک– هەندێ ئاستەنگ
هیچ ناتوانم خۆم بشۆم یان لەبەربکەم □ ئاستەنگی زۆر– بەڵێ □
چ ئاستەنگیەکتان هەیە لە چاودێریکردنی کەسی؟بۆ ئایا هی
نمونە لە شتن و لەبەرکردندا؟
نەخێر □ –بەڵێ □ نەخێر هیچ ئاستەنگێک– هەندێ ئاستەنگ
هیچ ناتوانم تێبگەم و بەرامبەریش تێگەیەنم □ ئاستەنگی زۆر– بەڵێ □
ک هەیە لەبەکارهێنانی زمانی ئاسایی خۆتدا ئایا هیچ ئاستەنگێ
لە تێگەشتن یان تێگەیاندنی بەرامبەردا؟
The Questions on services offered:
پرسیار دەربارەی پێشکەش کردنی خزمەت گوزاریەکان:
Question
پرسیار
Target respondent
ئامانجی وەڵام دەر
1. From your experience, what are the main formal
employment and small business opportunities in this area?
وەک و ئەزمونی خۆت، هەلی دامەزراندنە سەرەکیەکان چین، وە هەلی کاری -١
بازرگانی بچوک لە ناوچەکەدا چۆنە؟
2. How would you describe the general situation of access to
employment (contract, seasonal and daily work) and small
business opportunities in Akre/Halabja57?
بە گشتی چۆن بارودۆخەکە هەڵدەسەنگێنیت یان باسی دەکەیت بۆ دەسکەوتنی -٢
کار یان دامەزراندن بە شێوەی
)بەڵێن نامە، کاری ڕۆژانە یان کاری وەرزی( لە ئاکرێ ، هەڵەبجە؟
3. How would you describe the general situation of access to
employment opportunities (permanent, contract, seasonal
or daily work) for people with disabilities in Akre/Halabja?
بە گشتی چۆن بارودۆخەکە هەڵدەسەنگێنیت یان باس دەکەیت بۆئەگەری -٣
اری دەسکەوتنی هەلی کار یان دامەزراندن )بە شێوەیەکی هەمیشەیی، بەڵێن نامە، ک
ڕۆژانە یان کاری وەرزی( لە ئاکرێ ، هەڵەبجە؟
57 Inset location: specify whether it is Duhok, Halabja, Akre, etc.
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4. How would you describe the general situation of access to
finance (start-up capital) to start small businesses for
people with disabilities in Akre/Halabja?
ەیت بۆدەسکەوتنی پارە بە گشتی چۆن بارودۆخەکە هەڵدەسەنگێنیت یان باس دەک-٤
) پشتگیری سەرمایە( تا کەسانی خاوەن پێداویستی تایبەت دەست بکەن بە کاری
بازرگانی بچوک لە ئاکرێ وهەڵەبجە؟
5. In your opinion, what do you think are the four main reasons
that prevent persons with disabilities from being employed
or having their own businesses in Halabja/Akre?
بە ڕای تۆ، چوار هۆکاری سەرەکی چین کەوا دەکات کەسانی خاوەن پێداویستی -٥
تایبەت نەتوانن دامەزرێن یان کار بکەن وە یان ببنە خاوەن کاری خۆیان لە ئاکرێ
و هەڵەبجە ؟
6. In your experience of this area, are there any employment
or business opportunities58 reserved specifically for women
and girls and others for men and boys?? Can this be
challenged? Can women or men join / apply / access such
opportunities?
وەک و ئەزمونی خۆت لە ناوچەکەدا، هەلی کارو دامەزراندن هەیە، بەتایبەت -٦
بۆ کچان و ژنان یان بۆ پیاوان و کوڕان؟ ئەمە دەبیتە ئاڵان گیری؟ ژنا ن و پیاوان
دەتوانن بەشدار بن بۆ پێش کەش کردنی ئەو هەلی کارکردنە؟
7. In your opinion, what are the top five possible
barriers/difficulties to accessing employment and small
business opportunities faced by persons with disabilities in
Akre/Halabja? ( these can be classified under physical
accessibility, communication, attitudinal or policies)
بەڕای تۆ ئەو پێنج ئاستەم گیریە سەرەکیە چین کە وا دەکات گەیشتن بە دەستکەوتنی -٧
بۆ کەسانی خاوەن پێداویستی تایبەت ئاسان نەبێت لە کار و کاری بازرگانی بچوک
ئاکرێ وهەڵەبجە؟ دەکرێت ڕیزبەندی بکرێت لەژێر) توانای سەرمایە، پەیوەندیەکان وە
بارودۆخی سیاسی(.
8. From your experience and opinion, do you think people
with disabilities have access to information on employment
and small business opportunities in this area? If not, why?
If yes, what can we learn from this?
58 The interviewer should clearly distinguish between formal and informal opportunities depending on the targeted KII. With some, e.g. Shop owner or employers, the questioning should be more focused on formal employment
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بەڕای تۆو ئەزمەنی تۆ، کاسانی خاوەن پێداویستی تایبەت دەتوانن بگەن بە --٨
ئاگاداریەکانی هەلی کارو دامەزراندن یان بازرگانی بچوک کە لە ناوچەکەدادەکرێت؟
دەتوانین چی فێربین لە وەوە؟ ئەگەربەڵێ
9. Please suggest any solutions that can be considered to
address the barriers you mentioned above.
پێدان؟تکایە پێشنیاری چارەسەر بکە بۆ هەر بەربە ستێک کە لەسەرەوە ئاماژەت -٩
سەرەوە ، بۆ بەستانەیبەرچاوپێکەوت خواز پێشنیار دەکات بۆ ئەودەست پێک: کەسی
هەر چارەسەرێک بە بەکورتی.
Prompt: The interviewer will make reference to the barriers
highlighted in 6 above. He/she should as for solutions for
each barrier as a way of recap.
10. What is your understanding of any legal provisions/laws/
conventions/policies (local or international) that govern
access to employment and small business opportunities for
people with disabilities in Iraq?
What is your understanding of any quotas / laws that
require businesses having more than a given number of
employees to hire a certain percentage of employees with
disabilities?
تێگە شتنی تۆ بۆ هەر یەکێک لە بڕیارە یاسایەکان / ڕێکەوتنەکان/ یاسا -١١
)ناوخۆی و دەرەکیەکان( چیە لەسەر هەلی کارو دامەزراندن و بازرگانی بچوک بۆ
کاسانی خاوەن پێداویستی تایبەت لە عێراق؟
تێگە شتنی تۆ چیە بۆ بەشی یان )حەقی( یاسای ئەو شوێنە بازرگانیانەی کە
ەیەکی زۆر کارمەندیان هەیە وە داواکارن لێیا ژمارەیەکی دیاری کراو کەسانی ژمار
خاوەن پێداویستی تایبەت وەرگرن؟
دەست پێک: ئەگەر ئەمەیان نەزانی، پرسیارکە یان بزانە کە حەزدەکەن دەربارەی
ئەمە زانیاریان هەبێت وەیا پاڵپشتی بکرێن؟ پرسیارکە لێیان چۆن ئەمە جێبەجێ
عێراقی. ٨٣شبینی زانیاری زیاتر دەربارەی یاسای بکرێت، پێ
Prompts: if they don’t know about this, ask why and
whether they would be interested to know more about the
topic or be supported on this matter? Ask them how they
expect this to be done. Expect more information about Law
38 (Iraq) and Law.
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11. Do you think these legal provisions or policies are helpful
and/or what challenges are you facing around
implementing these legal provisions59?
بە ڕای تۆ ئەم یاسا و ڕێنمایانە هاوکار دەبن، یان ڕووبەڕووی ئاڵانگیری -١١
بۆ دامەزراندن و جێبەجێ کردنی یاساکە؟ دەبنەوە
12. If you were to support persons with disabilities to access
any employment and small business opportunities, what
challenges do you think you may face?
ئەگەر تۆ هاوکاری کاسانی خاوەن پێداویستی تایبەت بکەیت بۆ دامەزراندن یان -١٢
بازرگانی بچوک، ئەو ئاڵانگیریانە چین کە ڕووبەڕووت دەبنەوە؟
13. If you were to employ/are employing people with
disabilities, what kinds of support do you/will you require to
make it easier for you?
ئەگەر پێویستیت بە دەستی کار هەبو، کەسانی خاوەن پێداویستی تایبەت -١٣
دادەمەزرێنیت؟ چ جۆرە پشت گیریەکت دەوێت؟ پێشنیاردەکەی کە کارەکەت بۆ ئاسان
بکەن؟
14. Explain any steps that your
company/department/organization is taking/can take to
prepare other employees to work with a colleague with
disabilities.
باسی هەر هەنگاوێ بکە کە ناوتە لە کارەکەت بەشەکەت، ڕێکخراوەکەت کە -١٤
کاسانێک ئامادە بکات ئامادەبێت هاوەڵێکی کاری کەسانی خاوەن پێداویستی تایبەت بیت.
15. Is there anything else you would want to add?
ئەگەر هەر شتێکی ترت هەیە دەتەوێت زیادی بکەیت؟ -١٥
59 These questions will bring out information around policy barriers and the general understanding of application of Iraq laws
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Annex 3: CRPD Article 27: Work and employment
1. States Parties recognize the right of persons with disabilities to work, on an equal basis
with others; this includes the right to the opportunity to gain a living by work freely chosen or
accepted in a labour market and work environment that is open, inclusive and accessible to
persons with disabilities. States Parties shall safeguard and promote the realization of the right
to work, including for those who acquire a disability during the course of employment, by taking
appropriate steps, including through legislation, to, inter alia:
(a) Prohibit discrimination on the basis of disability with regard to all matters
concerning all forms of employment, including conditions of recruitment, hiring and
employment, continuance of employment, career advancement and safe and healthy working
conditions;
(b) Protect the rights of persons with disabilities, on an equal basis with others, to
just and favourable conditions of work, including equal opportunities and equal remuneration
for work of equal value, safe and healthy working conditions, including protection from
harassment, and the redress of grievances;
(c) Ensure that persons with disabilities are able to exercise their labour and trade
union rights on an equal basis with others;
(d) Enable persons with disabilities to have effective access to general technical
and vocational guidance programmes, placement services and vocational and continuing
training;
(e) Promote employment opportunities and career advancement for persons with
disabilities in the labour market, as well as assistance in finding, obtaining, maintaining and
returning to employment;
(f) Promote opportunities for self-employment, entrepreneurship, the
development of cooperatives and starting one’s own business;
(g) Employ persons with disabilities in the public sector;
(h) Promote the employment of persons with disabilities in the private sector
through appropriate policies and measures, which may include affirmative action programmes,
incentives and other measures;
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(i) Ensure that reasonable accommodation is provided to persons with disabilities
in the workplace;
(j) Promote the acquisition by persons with disabilities of work experience in the
open labour market;
(k) Promote vocational and professional rehabilitation, job retention and return-to-
work programmes for persons with disabilities.
2. States Parties shall ensure that persons with disabilities are not held in slavery or in
servitude, and are protected, on an equal basis with others, from forced or compulsory labour.
