Inclusion At Work Place: Signs Media Sets National Benchmark with 60% PWD Staffing
Matters Disability Updated: 05 November 2025 16:16 EAT
Signs Media Human Resource Lead Charity Magoma, Speaks on Work place Inclusion/ Photo Description/Charity has a deep, rich brown skin tone, dressed in a bright white dress, accompanied by a red lipsti
Signs Media is setting a powerful example for workplace inclusion, with its Human Resource Personnel, Charity Magoma, revealing that the company’s workforce consists of an impressive 60% persons with disabilities (PWDs).
Speaking on a recent breakfast show, SMKL HRM emphasized that her experience working with PWDs has transformed her own views, firmly believing that disability is not inability.
She praised her colleagues for being exceptionally hardworking and committed, having encountered individuals with a wide array of diverse disabilities.
Ms. Charity pointed out the significant paradigm shift currently underway, where PWDs are now actively encouraged and allowed to pursue education and employment opportunities.
Signs Media's success, she detailed, is built on an intentional inclusion policy that begins at the hiring stage. This includes making job advertisements fully accessible and structuring interviews to gauge a candidate's understanding of disability matters.
Furthermore, the company mandates comprehensive training for all newly onboarded employees to ensure full adherence to policies and prevent any violation of the company's commitment to its PWD staff.
To encourage public understanding and appreciation of this commitment, she urged the public to witness the quality and dedication of their PWD staff by engaging with the content the company posts on its social platforms. She encouraged the audience to "quantify the hard work" of the PWDs at Signs Media by viewing their output.
Further elaborating on the success of Signs Media, Ms.Charity outlined the essential first steps workplaces must take to establish a truly inclusive environment for persons with disabilities (PWDs).
She stresses that the very first priority for any company must be creating an inclusive physical and systemic work environment. This means implementing practical accessibility measures to remove barriers. For example, for Deaf employees, companies must ensure the availability of a sign language interpreter to facilitate seamless communication during all crucial interactions. Likewise, for a person who uses a wheelchair, the building must be equipped with ramps and accessible facilities.
She highlighted the importance of fairness and equality in management, particularly concerning discipline and performance reviews. The HR Boss firmly advised that PWDs are managed and evaluated based solely on their contributions and professional output, adding that disability status should never be a factor in professional judgment.
She emphasized the necessity to separate the two, performance metrics from disability status, for a smooth and fair workflow.
Watch this episode at https://youtu.be/zq648ve3aCw
Tags: Pwds Signs Media Kenya Limited Signstvkenya Editor's Pick
Share this article
Selestine Nyongesa
Experienced and versatile writer, dedicated to using my exceptional writing and editing skills to inform and advocate. My work focuses on educating and entertaining readers on a range of topics, with a particular expertise in matters of disability.