Volume 8, Issue 4, April – 2023 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 IJISRT23APR565 www.ijisrt.com 91 Towards Inclusive Employment in Africa the case of Tanzania: Fast-Tracking Aspiration Six in Agenda 2063 Modester Samwel Mwasalwiba Ph.D. Student at Pan African Institute of Governance, Humanities, and Social Science (PAUGHSS) Yaoundé, Cameroon Abstract:- Agenda 2063 (the Africa we want) is a common strategy for Africa's inclusive growth and sustainable development for the coming fifty years which was endorsed by the African leaders in 2013 when the marked the 50th anniversary of African Unity (OAU). The objective of Agenda 2063 is to achieve seven Aspirations with the associated goals meant to move Africa closer to achieving the vision 2063. These seven Aspirations show African’s desire towards shared prosperity and well-being, for togetherness and integration, for a continent of free people and broadened horizons, attainment of full potential for women and youth, and for fearless freedom and disease. This paper is based on Aspiration number 6 which calls for African inclusive development including social inclusion, inclusive education and employment. Despite myriads of policies on disabilities in Africa, inclusive employment in Tanzania adequately achieved. What are the major issues of concern? Is it the Policy to blame here? or the problems with implementation issues? Which appropriate actions should be taken? These are the concerns are raised in this paper using the qualitative approach and the interpretivist paradigm. The study identified the extent of inadequate policy implementation tools hinder disability inclusion in employment and proposed intensification of available tools by Tool- fortification which imply intensifying efforts on available tools as means for policy implementation and fast-trucking the realization of Aspiration 6 of Agenda 2063 (the Africa we want). Keywords:- Agenda 2063, Aspiration 6, Inclusive Employment, Disability Employment, Tool-Fortification. I. INTRODUCTION The Author is a human resources practitioner at a public institution in Tanzania with experience of more than fifteen years. Among other, duties of human resources officers include recruiting employees and the associated administration issues. Less than 5 people with special needs were employed, this does not mean that there aren't any disabled people in society. According to Tanzania President’s Office Public Service Management (2007), it is estimated that there are 354,000 with special needs and only 2% are employed in public institutions and calls for more effort is required to address this situation. Historically, in Tanzania and the whole of Africa, considerations in various services and opportunities for people with special needs have been and continue to be very limited if not neglected. These and many other factors limit people with special needs from enjoying equal rights in employment opportunities, despite governments' laudable initiatives including developing policies that specifically address the issues of equality and inclusion of those with special needs. For instance, in Tanzania, the Disable Person Employment Act No. 2 (1982) established a quota system with the mandate for employers to employ 2% of a company's workforce to be people with special needs. Al the National Advisory Council that provides guidance to the minister in charge of matters related to people with special needs was created. Despite all of these efforts, the employment of people with special needs is like an uncurable disease. The main goal of this work is to establish suitable approach and procedures to alleviate and facilitate the inclusion of people with special needs in work places. This needs to include the strengthening the systems for implementation of existing policies to comply with Aspiration 6 of Agenda 2063 the Africa we want. This must go hand in hand with the Disability Inclusion in employment for Africa. Numerous studies on disability-inclusive employment have been conducted highlighting the various reasons that cause inclusiveness to fail and are attributed to the employer and policies. For the employer, they include depriving altitude towards people with special needs and limited access to employment opportunities as well as non-supporting policies with unclear instructions on how to maintain an inclusive workplace (Steffens, L. (2021), ESCAP, U. and WHO, (2015), Asch. A, and Fine. M, (1988). Without considering whether the current policies are effective as expected, therefore, the primary goal of this paper is to examine strategies for implementing inclusive disability employment in Africa and realizing Aspiration 6 in Agenda 2063 of Africa we want. The Agenda 2063 is Africa’s development blueprint to achieve inclusive and sustainable socio-economic development over 50 years (AU, 2013).