Taking up space isn’t just about physical presence; it’s a revolutionary act for women with disabilities. The fight for inclusion and representation is a daily battle in workplaces, classrooms, boardrooms, and public spaces. It’s about challenging the unspoken rules of a world built without us in mind and demanding space where there has traditionally been none.
Nu, in their poignant writings, captures this sentiment with unapologetic clarity. “To take up space entails walking (or wheeling) into every room in an attempt to belong there,” they write in Feminism in India. They remind us that the world is still “barely ready to deal with disabled people.” This notion echoes globally, with women with disabilities grappling with overlapping layers of discrimination: ableism, sexism, and in many cases, socioeconomic barriers and casteism.
The Numbers Speak
The underrepresentation of women with disabilities in leadership positions is staggering. According to a study by the United Nations, only 2.3% of women with disabilities held positions as legislators, senior officials, or managers across 19 countries in 2017. Even within disability advocacy spaces, leadership remains male-dominated, with women constituting only 12% of representatives in national disability mechanisms.
This absence isn’t due to a lack of ambition or capability but systemic exclusion. The World Bank aptly notes that women with disabilities are largely absent from official statistics, and their realities are often overlooked in policies and interventions. Without targeted efforts to collect data and dismantle these systemic barriers, the journey toward equality remains incomplete.
The Power of Example
Dr. Rao, a Dalit woman with a disability, exemplifies leadership that challenges norms. As the founder of Better World Shelter, a safe space for women with disabilities in Chennai, she has transformed the idea of inclusion from abstract advocacy to lived reality. Dr Rao describes her work as a “negotiation” shaped by the constant challenges of systemic exclusion. “Disability taught me what systemic exclusion is,” she reflects. Her work isn’t just about creating shelter—it’s about fostering autonomy and ambition. The women in her shelter study for civil services, excel in para-sports and break societal moulds.
This leadership isn’t merely inspiring; it underscores what inclusion can achieve when dismantling structural barriers. Yet for many women with disabilities, accessing opportunities remains a distant dream. A study by Harlan and Robert (1998) found that women with disabilities in lower-grade jobs are less likely to receive workplace accommodations compared to their male counterparts, and even less so than men in higher-grade jobs. These disparities perpetuate cycles of inequality, pushing women further into the margins.
Barriers to Inclusion
Leadership isn’t confined to offices or boardrooms—it’s about challenging norms in every sphere. Research by Harlan and Robert (1998) highlights how women with disabilities in lower-grade jobs are less likely to receive workplace accommodations compared to their male counterparts. The issue isn’t just policy; it’s organizational bias.
Nu, in their evocative essay, reminds us how societal expectations shape our understanding of who belongs in which spaces. “The disembodied worker is implicitly male and able-bodied,” they write, echoing Joan Acker’s theory of gendered organizations. The workplace is not inherently inclusive; it is a structure that must be constantly reimagined to accommodate diverse bodies and identities.
This bias is compounded by gender. For instance, women with disabilities are more likely to face harassment in the workplace, particularly when requesting accommodations. They are often made to feel like outsiders, treated as less deserving or secondary in professional and social settings. This systemic marginalization warrants cultural shifts to address both disability and gender discrimination.
A Global Imperative
The World Bank’s Inclusive Education Initiative offers a glimpse of what is possible when systemic barriers are addressed. The story of Beata Nyirahabinshuti, a visually impaired teacher in Rwanda, demonstrates the transformative power of inclusion. Equipped with braille paper, accessible software, and an assistant, Beata thrived in her classroom, even inspiring her colleagues to adopt more inclusive practices. Her success wasn’t just hers; it rippled outward, influencing her entire school community.
Such initiatives remind us that inclusion requires intent. The World Bank’s toolkit emphasizes the need for safe spaces, flexible meeting times, and meaningful participation to dismantle patriarchal norms in leadership structures. These principles apply not only in classrooms but in every sphere where women with disabilities are underrepresented.
Taking Up Space: The Personal Is Political
Taking up space means feeling confident, owning your decisions, and being certain that you have a rightful place where you are. This sense of belonging is not handed to women with disabilities; it is claimed. Aaron Rose Philip, the first Black, transgender, disabled model signed to a major agency, exemplifies this. She broke into the high-fashion world not by waiting for an invitation but by asserting her presence.
Philip’s journey underscores the importance of visibility. Her campaigns for Moschino and British Vogue are not just milestones for her career but markers of what representation can achieve. She sums it up best: “I’m not doing this for me. Whether disabled or Black and trans, I’m doing it for my whole community.”
Toward a More Inclusive Future
So how do we ensure that more women with disabilities can lead, thrive, and claim their rightful space? It starts with reimagining the systems that exclude them. From workplaces to legislative bodies, inclusion must go beyond tokenism. It requires addressing the intersections of disability, gender, class, and race to create environments where everyone can succeed.
Whether through the resilience of women like Dr Aishwarya Rao, the advocacy of the World Bank, or the representation championed by Aaron Rose Philip, the message is clear: women with disabilities don’t just deserve space—they transform it. It’s time we step aside and make room.
References:
- Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4(2), 139–158. https://doi.org/10.1177/089124390004002002
- Dick-Mosher, J. (n.d.). Bodies in contempt: Gender, class and disability intersections in workplace discrimination claims. Virginia Tech. Retrieved from https://www.westlaw.com/
- Karimzadeh, M. (n.d.). Aaron Rose Philip: An aspiring disabled model, creative, and artist. Mission Magazine. Retrieved from https://www.missionmag.org/aaron-rose-philip-an-aspiring-disabled-model-creative-and-artist/
- Misra, A. (2021, January 22). Taking up space: Reclaiming physical realms as a form of disabled dissent. Feminism in India. Retrieved from https://feminisminindia.com/2021/01/22/taking-up-space-disabled-dissent/
- Misra, A. (2020, August 4). How I learnt to take up space as a disabled individual: A beginner’s guide. Feminism in India. Retrieved from https://feminisminindia.com/2020/08/04/how-i-learned-to-take-up-space-disabled-individual-guide/
- Robert, P. M., & Harlan, S. L. (2006). Mechanisms of disability discrimination in large bureaucratic organizations: Ascriptive inequalities in the workplace. The Sociological Quarterly, 47(4), 599–630. https://doi.org/10.1111/j.1533-8525.2006.00061.x
- World Bank. (2023, March 6). Reaching women with disabilities for truly inclusive and sustainable development. World Bank Blogs. Retrieved from https://blogs.worldbank.org/
- Abraham, A. (2019, February 13). Meet Dr. Aiswarya Rao: A doctor and a disability rights activist. Feminism in India. Retrieved from https://feminisminindia.com/2019/02/13/aiswarya-rao-disability-rights-activist/
- United Nations. (2017). Women and girls with disabilities: Leadership and political participation. Retrieved from https://www.un.org/
