Passenger and Cargo Border Team Promotes Disability Inclusion
© UNODC Passenger and Cargo Border Team
The importance of disability inclusion cannot be emphasized enough, as it is essential to guaranteeing equal access to opportunities for all members of society and enabling full participation in all aspects of life. Following the launch of
the 2023-2024 United Nations Office in Vienna (UNOV)/United Nations Office on Drugs and Crime (UNODC) Action Plan on Disability Inclusion, the PCBT has geared up its efforts for adopting a comprehensive approach to promoting disability inclusion. This approach is divided into four core areas - leadership, strategic planning and management, inclusiveness programming and organizational culture. UNODC, and by association, PCBT, builds upon their efforts to integrate disability inclusion in their programmatic work accordingly and continue increasing accessibility, physically and digitally.
In an effort to understand the standpoint from a programmatic and operational perspective, PCBT developed a multi-language survey targeting disability inclusion within PCBT-supported units across the globe. The primary objective of this survey was to gather feedback from frontline customs and law enforcement officers to comprehensively evaluate the level of disability inclusion within the programme. The insights gained from this survey will play a critical role in shaping the future initiatives of the PCBT, as we are committed to cultivating an environment that is diverse, inclusive and supportive for all our members.
Impressively, between December 2023 and February 2024, over 500 responses were collected from 9 different regions. Following data analysis, a report was developed which provides valuable insights into both regional and global perspectives of disability inclusion within the programme
(click here to see the full report.)
Key findings from the survey highlighted a significant awareness gap regarding the prevalence and impact of disability discrimination. Among respondents who identified themselves as having a disability, 45.45% had witnessed or experienced discrimination, a notably higher percentage compared to those who did not disclose a disability or preferred not to say. The survey also revealed a correlation between a person’s disability status and their perception of leadership’s commitment to inclusion: a higher proportion of respondents with disabilities (40.91%) strongly agreed that their manager actively promotes inclusion compared to the managers of counterparts without disabilities or those who have not disclosed a disability.
A further finding highlighted consistent needs across the board concerning the requirement for more accessible tools, infrastructure and space design for people with disabilities. An open-ended survey question also provided additional insights into specific needs; a total of 189 individuals responded, frequently requesting adjustments to work assignments to better accommodate individual disabilities, and a strong call for increased training, guidance, counselling, and focus on recognizing the unique skills and capabilities of individuals with disabilities.
The PCBT is committed to ongoing progress in disability inclusion and will continue to follow the UNOV/UNODC Action Plan beyond 2024. Specific areas identified for action have already been incorporated into core documents for programme planning. By implementing these actions and remaining responsive to the needs of members of PCBT units, the PCBT can build a more inclusive and equitable workplace for all.
