Breaking Barriers- Advocating for Disability Inclusion and Equity in Thailand

In Thailand, at least 554,609 individuals with disabilities remain unemployed, despite being capable of working. To address this issue, Neurodiversity at Work Research Centre (NWRC) marked the International Day of Persons with Disabilities with a panel discussion and workshops aimed at breaking barriers to employment and encouraging independent living for neurodivergent individuals and people with disabilities. “Securing a job is much harder when you have a disability. Even with specialized degrees in fields like hospitality or management, if hotels lack policies to hire individuals with autism or other forms of neurodivergence, years of education go to waste,” explained Supaanong “Nunu” Panyasirimongkol, Networking & Collaboration Officer at the Asia-Pacific Development Center on Disability (APCD). The International Day of Persons with Disabilities featured a panel discussion with key figures in the neurodivergent, LGBTQI+, and disability communities, including Nalutporn Krairiksh, journalist and founder of ThisAble.me; Supaanong “Nunu” Panyasirimongkol; Prae Sunantaraks, DEI Advisor at Vulcan Coalition; and Shane Bhatla, an independent activist. Dr. Drew B. Mallory, Director of Research at NWRC and Sasin’s Inclusion Ambassador, provided opening remarks at the event, which featured an impressive panel of experts and advocates, many of whom had their own hidden or visible disabilities. “As individuals, it’s not a choice to have a disability. But disability is a relative term,” Dr. Mallory reminded participants. “We can all be disabled in some environments–but we also have the opportunity to enable others to be the best that they can be.” A major topic discussed was Thailand’s outdated employment laws, such as Section 33 of the Persons with Disabilities Quality of Life Promotion Act (2007), which requires organizations to hire one disabled person for every 100 employees. Supaanong argued that organizations should not wait to meet quotas but instead embrace inclusive hiring practices proactively. She shared her own experience working alongside neurotypical colleagues in a team of 20, where five or six members have disabilities. In addition, unconscious bias remains pervasive. Panelists shared stories of being underestimated in professional and personal contexts. “At the office, people often treat me as if I can’t do things, asking me questions they wouldn’t ask others,” said Nalutporn. “After a couple of days, they start to understand why I don’t want to be treated differently and then ask me to run errands like buying drinks or food, noticing that my wheelchair can hold supplies—so I jokingly asked if they wanted to borrow it.” Supaanong recalled how her family, fearing for her safety, sent her to martial arts classes as a child but still hesitated to let her go out alone. “They were scared I’d be kidnapped,” she said. Nalutporn expressed frustration at being treated like a child when returning home despite living independently. “I tried to practice living independently outside, and now it is almost a normal thing that I live by myself, but when I am going home, I am always treated as a kid,” she said. Misconceptions about people with disabilities extend to the public, where Prae described how people often misunderstood what their needs are as a person who is visually impaired. “The perception of the public understanding is focused more on what we cannot do, instead of focusing on what we can do,” she said. She shared her experiences in public, where people often bumped into her cane and a misunderstanding in which someone thought she needed a straw in her drink, causing it to poke her eyes. When it comes to employment, people with disabilities often face limited opportunities for job advancement, remaining in entry-level roles despite their skills. Supaanong, an autistic individual, shared that she effectively manages multiple responsibilities, including coordination, logistics support, and content development for training curriculums. Prae emphasized the potential of remote work for individuals with disabilities, noting it allows them to remain focused and productive without needing to commute. “People with disabilities can stay focused with the task given; they are able to provide data much better and more accurately than sighted people,” she said. Bhatla, a neurodivergent, non-binary trans individual, shared his insights on the compounded discrimination faced by LGBTQI+ individuals with disabilities, which often results in underemployment and pay inequities. He also shared everyday challenges, such as the difficulties transgender people encounter even when accessing restrooms. “It’s a fight for whose space [the gender-neutral toilet] that is and in the middle are trans disabled folks, who [get into arguments] with LGBTQI+ people and the disability community, and we become scapegoats,” he said. Bhatla also discussed the lack of mental health professionals for LGBTQI+ individuals. “Out of 845 psychiatrists and 1,037 psychologists in Thailand, there are only 1.7 psychologists available for every 1,000 people,” he noted, emphasizing the urgent need for better mental health resources. The panel discussion concluded with a call to action: to include people with disabilities in decision-making processes, to focus on their abilities, and to create truly inclusive workplaces and communities. As Prae said, “Let us try first and then judge what we can do.” Supported by Steps Community and Sasin’s Inclusion Ambassador and Director of Research at the NWRC, Dr. Drew B. Mallory, Sasin has implemented its own inclusion policies, which make space for learning and physical accommodations for students and staff. For more information about Sasin inclusion, click here.