Table 1
Diversity of participants.
| VARIABLES | NUMBER |
|---|---|
| Age group | |
| 25–34 | 7 |
| 35–50 | 5 |
| Gender | |
| Male | 6 |
| Female | 6 |
| Ethnicity | |
| Brahmin/Chhetri | 5 |
| Dalit | 1 |
| Indigenous | 6 |
| Educational status | |
| Higher secondary education | 2 |
| Undergraduate | 4 |
| Post-graduate | 6 |
| Impairment | |
| Amputation | 1 |
| Leg Length Discrepancy | 1 |
| Post-Polio Residual Paralysis (PPRP) | 5 |
| Spinal Cord Injury (SCI) | 5 |
| Assistive technology | |
| Crutches | 1 |
| Electric scooter | 1 |
| Prosthesis | 3 |
| Special shoes | 1 |
| Wheelchair | 6 |
| Participation in Disability Movement | |
| Yes | 10 |
| No | 2 |
| Employment status | |
| Currently Employed | 10 |
| Employed in the past | 2 |
Table 2
Derived themes on employment participation among Nepalese persons with physical disabilities.
| S. NO. | THEMES | |
|---|---|---|
| 1 | Family support for quality education and employment | Enablers |
| 2 | Personal factors; acceptance of disability and building motivation | |
| 3 | Need for social identity and portrayal of positive message in society | |
| 4 | Family’s over-protective behaviour hinders the social and functional independence of persons with disabilities | Barriers |
| 5 | Recruiters doubt the working capacity of persons with disabilities | |
| 6 | Discrimination in continuance of employment | |
| 7 | Intersectional experiences in the job market | |
| 8 | Limited access to job information | |
| 9 | Inaccessible recruitment settings and workplaces | |
| 10 | Giving priority to persons with disabilities during the recruitment process | Solutions |
| 11 | Build awareness about disability laws | |
| 12 | Continued partnership between OPDs and EDPs required for inclusion in the diverse employment sector | |
| 13 | Government should develop innovative employment support schemes |