Songjog Foundation is a non-profit organization committed to empowering communities through education, social development, and humanitarian initiatives. Guided by the belief that collective effort can create meaningful change, the foundation works to uplift underserved individuals and promote equal opportunities for growth and well-being. Through community-driven programs, partnerships, and volunteer engagement, Songjog Foundation strives to foster self-reliance, social responsibility, and sustainable development. Its mission centers on creating a positive, lasting impact by supporting people to build better futures for themselves and their communities.
The Songjog Foundation convened a high-level Roundtable Session centered on “Inclusive Workforce Transformation: Unlocking Opportunity for the Visually Impaired Community in the RMG Sector” at the Six Seasons Hotel in Gulshan, Dhaka. The session brought together industry leaders, human resources professionals, ESG consultants, and disability rights advocates to explore practical strategies for building a more equitable and accessible workplace.
From an industry association standpoint, Mohammed Sohel, Director at BGMEA, stated that factory owners have a responsibility to proactively raise awareness and create meaningful employment opportunities for persons with disabilities. He emphasized that inclusion should not be treated as a compliance-driven obligation, but rather embraced as a collective responsibility that benefits the entire industry. He further noted that inclusive workplaces contribute to stronger organizational culture, improved productivity, and enhanced global credibility of the RMG sector, urging owners to integrate disability inclusion into their long-term business strategies.
A K M Saifur Rahman Farhad, Vice President of BGBA, emphasized that awareness about disability inclusion must begin at the family and community levels. He highlighted the importance of encouraging parents to see children with disabilities not as dependents but as future contributors to the workforce, with the potential to become skilled, capable, and responsible employees. Farhad noted that early guidance and positive reinforcement can shape children’s confidence, skill development, and professional aspirations. He also stressed that communities play a critical role in creating supportive environments that encourage persons with disabilities to pursue education, vocational training, and career opportunities. According to Farhad, fostering such awareness from an early age ensures that society recognizes ability over disability, which in turn builds more inclusive workplaces, reduces stigma, and strengthens the talent pool for industries such as the RMG sector.
Amer Salim, Director of Knit Asia Ltd., said that in real factory life, inclusion is possible when management is willing to adjust the way work is designed. He shared that many jobs in garment factories do not always require physical strength, but rather attention, communication, and responsibility. According to him, if factories properly train each role and make simple workplace adjustments, visually impaired and physically challenged people can work confidently and add real value to daily operations. He also mentioned that when buyers see genuine inclusion practices on the factory floor, it builds trust and strengthens long-term business relationships. He concluded that inclusion is not a burden for factories; it is an opportunity to build a stronger, more committed workforce.
Syed M. Sajjad, Managing Director of Majumder Group, stated that true sustainability in the RMG sector cannot be achieved if a large portion of society is excluded from the workforce. He explained that people with disabilities do not need sympathy; they need proper opportunities, clear job roles, and supportive supervision. Based on his experience, he shared that when recruitment is based on skills and supervisors are properly guided, visually impaired employees can perform their responsibilities with confidence and consistency. He also stressed that management must take clear ownership of inclusion rather than treating it as a one-time CSR activity. He concluded that investing in inclusive employment is an investment in people, culture, and the long-term future of the garment industry.
Mohammad Monower Hossain, Head of Sustainability at TEAM Group, highlighted that inclusive employment directly supports SDG 8, which promotes decent work and sustained economic growth. He noted that adaptive training programs have already proven effective in enabling persons with disabilities to integrate into factory operations without affecting productivity. He further emphasized the urgent need for comprehensive assessments to identify roles best suited for individuals with physical disabilities, ensuring appropriate job placement.
Vashkar Bhattacharjee, Consultant on Accessibility at Aspire to Innovate (a2i), shared his personal and professional journey, explaining that after completing his studies in Japan, he returned to Bangladesh but was unable to secure a government position. He subsequently worked in the NGO sector before joining a2i, where he has been contributing through his skills, dedication, and innovative thinking. He emphasized that true talent cannot be suppressed and will ultimately find its way forward. Reflecting on societal attitudes, he noted that people are often judged by appearances, adding that, as a visually impaired person, his achievements surpass those of many people with full vision. He further underscored the importance of accessibility, inclusive mindsets, and capability-based assessments, offering participants valuable insights and inspiration.
Sarwar Hossain, Ethical Compliance Manager at Marks & Spencer Plc, noted that global buyers are increasingly integrating disability inclusion into their ethical compliance frameworks. He emphasized that factories with structured approaches to employing persons with disabilities are viewed more favorably, as inclusion is no longer optional but an emerging expectation across international supply chains. He further shared that Marks & Spencer currently employs 4,300 individuals with physical disabilities across its global supply chain, including 281 new recruits in the past year alone, demonstrating how large RMG brands can actively create opportunities and set benchmarks for inclusive workforce practices.
Abdullah Al Masum, Head of Compliance at Indochine International Bangladesh, emphasized that disability inclusion should be rooted in understanding, structured planning, and continuous training rather than being treated as a standalone CSR initiative. He explained that meaningful inclusion requires factories to conduct thorough workplace risk assessments, remove physical and operational barriers, and design tailored training programs aligned with specific job roles. He further noted that when proper systems and safeguards are in place, persons with disabilities can perform efficiently, maintain compliance standards, and contribute positively to productivity and workplace culture within textile manufacturing environments.
From an infrastructure perspective, Tim Zahid Hossain, Adviser for People & Culture at Shin Shin Group, highlighted that Afghanistan is increasingly prioritizing accessibility in the planning and execution of all new infrastructure projects. He stressed that integrating accessibility from the very design stage not only ensures long-term sustainability but also significantly reduces the costs and complexities associated with retrofitting existing structures later. He further noted that accessible infrastructure promotes inclusivity, enabling persons with disabilities, elderly individuals, and other marginalized groups to navigate public and private spaces safely and independently. According to Hossain, building accessibility into infrastructure is not just a compliance requirement it is a critical step toward social equity, economic participation, and resilient urban development. He also emphasized that early consideration of accessibility fosters innovation in design, encourages the adoption of universal design principles, and sets a benchmark for future infrastructure projects across the region.
Ziaur Rahman, General Manager of Human Resources at Hameem Group, highlighted that helpline and hotline roles present practical and meaningful employment opportunities for persons with physical disabilities. He explained that these positions allow employees to contribute effectively by facilitating communication, coordinating with colleagues, and supporting operational workflows. Beyond functional roles, he emphasized that such positions help employees build professional confidence, develop interpersonal and technical skills, and gain recognition for their contributions. Rahman further noted that by creating accessible and supportive work environments, organizations can leverage the full potential of employees with disabilities, promoting inclusion while enhancing overall productivity and organizational resilience.
Ahmed Javed Jamal, General Secretary of Songjog Foundation and Deputy Managing Director of Silkflex Bangladesh Limited, highlighted the critical role of structured job assessments in enabling visually impaired workers to contribute effectively in the workforce. He emphasized that carefully evaluating the skills, strengths, and capabilities of employees with disabilities allows organizations to identify roles that match their potential, such as quality inspection, light operations, reception, and communication-based functions. Jamal noted that proper placement ensures higher efficiency, reduces errors, and boosts employee confidence. He further explained that systematic assessments benefit both the individual and the organization: employees gain meaningful work opportunities, while companies build a skilled, inclusive workforce that demonstrates social responsibility and operational excellence. He also stressed that incorporating structured assessments into HR practices fosters a culture of equity, inclusivity, and accountability, setting a strong precedent for other organizations in the RMG sector and beyond.
Speakers also emphasized the pivotal role of media in shaping societal perceptions around disability inclusion. They noted that while many RMG factories have implemented inclusive employment practices, these initiatives often remain underreported, limiting awareness and reducing the potential for broader adoption across the sector. The discussion reinforced that disability inclusion is not an act of charity, but a matter of responsibility, dignity, and strategic workforce planning. Participants highlighted that creating meaningful, sustainable progress will require coordinated efforts among multiple stakeholders, including global brands, factory owners, policymakers, civil society organizations, and media outlets. By sharing success stories, best practices, and practical frameworks, the media can help normalize inclusion, challenge stereotypes, and inspire replication of effective practices across the industry, ultimately fostering a more equitable and productive workforce.
Other notable speakers included Md. Jaidur Rahman, AGM of Business Process Development at Centro Tex Ltd.; Ehsanul Karim, Account Manager at Synopsys, Inc.; Engr. Asif Hossain Rochy, ESG Consultant; Arc. Jalal Ahmed, Chairman of Songjog Foundation–Bangladesh; William Gong, Managing Director of Bengal CKD Precision Mechanical & Electrical Co. Ltd.; Dr. Syed Samsul Amin (PhD), President of Songjog Foundation (USA); and Dr. Valerie Ann Taylor, Founder of CRP.
Their presence underscored the diverse expertise and cross-sector collaboration at the roundtable, bringing together leaders from industry, ESG consulting, international development, and disability-focused organizations to discuss practical strategies for inclusive workforce development in the RMG sector.
The session was proudly sponsored by Silkflex Bangladesh Limited, with Textile Focus serving as the official media partner. Their support facilitated meaningful discussions, ensured broad coverage of the event, and highlighted the importance of collaboration among industry, media, and advocacy organizations in promoting disability-inclusive workforce practices.
