PwD Inclusion Matters

Siddhartha Sachar MBA- A, 2021-23

Disability inclusion at work involves more than just employing disabled persons. An inclusive workplace acknowledges the strengths of each individual. It provides employees with disabilities, whether physical or mental, with an equal opportunity to succeed, learn, receive fair compensation, and develop in their careers. The key to true inclusion is accepting differences.

Between FY18 and FY21, there were 30-32 individuals with impairments per 10,000 employees. For FY22, this number dropped to 29, which is the lowest level in five years. The analysis is based on data gathered over three years from the top 100 corporations in the nation. Nearly 64% of disabled people in India do not have work, and more men than women hold jobs, according to a Ministry of Statistics survey on disabled people.

Businesses that aren't aggressive about including people with disabilities are missing out on talented workers Candidates are likely to go elsewhere if they encounter obstacles during the application and interview processes or if they get the impression that the company needs to be more inclusive

Strong disability inclusion strategies at businesses improve access to talent and employee retention They invest heavily in the equipment they require to support the growth of their employees

Diversify your talent pool

Unearthinsight, a market intelligence company, claims that with the correct regulations and strategic changes, employment possibilities for individuals with disabilities can be improved, with about half of them having the ability to work in India.

In India, there are over 3 crore people with disabilities (PwD), of which about 1.3 crore are employable. However, only 34 lakh of them have found employment in the organised sector, the unorganised sector, government-led programmes, or as independent contractors.

Strengthen your workforce

Disability inclusion will strengthen your workforce:

The inclusion of people with disabilities is essential for staff support.

Workplaces that value diversity and inclusion are in high demand.

Inclusion boosts morale and enables all workers to deliver their best efforts.

You require a robust programme for disability inclusion if you want to support your staff. Your workforce won't succeed if people with disabilities aren't included. The culture of the workplace can be improved by creating an inclusive environment. It conveys a crucial statement about the principles of your business. Employees are more inclined to respect leaders when they sense they fully own the initiative to create a more inclusive workplace. Additionally, they're more inclined to be loyal to the company.

Non-disabled people are also supported by inclusive practices All employees benefit from inclusion by working in a more tolerant and encouraging environment Employers who have robust disability inclusion initiatives should anticipate greater employee engagement

1. Create safe spaces

Employee resource groups, or ERGs, are groups that are employee-led and support and empower people from backgrounds that are underrepresented. These groups at work promote a feeling of inclusion and belonging.

2 Examine your materials

Spend some time giving your content, website, and marketing materials a second look Even if you believe the message is clear, be on the alert for language that could exclude certain groups of individuals Remarks like "physically challenged," "differently abled," or "special needs" should not be used to describe people with impairments Never refer to persons without disabilities as "normal "

3 Hire a specialist

You don't have to be an expert on every aspect of inclusion and disability All you need to be is open to learning Don't be afraid to use a specialist who is knowledgeable about the regulations and accommodations that you might not be aware of Additionally, they can offer information about practical, accessible solutions like captioning, braille, or sign language interpretation

4 Connect with your Employees

You'll eventually need to speak with your team directly to find out what they require People will appreciate your consideration for them, but it is disrespectful to make decisions without consulting them. You could become frustrated as you implement well-intended modifications that nobody actually needs. You must consider those with disabilities while making decisions.

A few examples are neurodiversity, immigration status, physical and cognitive abilities, educational and economic background, and immigration status. Recognize that these people don't merely "tick a box." They all add different perspectives, complexity, and nuance to their jobs as well as to the business overall.

6. Be truthful

Disability inclusion is not a conversation where one person has all the answers, as cannot be emphasised enough. It's an adventure. Businesses must demonstrate that their efforts to foster an inclusive atmosphere are an ongoing priority, not a project, and leaders must do the same.

Success Stories

Through its "Skills to Succeed" project, Accenture has begun employing PWDs in India with the goal of providing 500,000 people with the necessary job-related skills by 2020 People with disabilities (PWDs) are increasingly being hired by Wipro, one of India's top IT firms, which has also developed flexible work schedules and work-from-home options to better meet the demands of PWD employees

The biggest coffee chain in India, Café Coffee Day, has recently made headlines for its recruiting drive of persons with disabilities Since they make coffee behind the counter, the business has dubbed them "Silent Brewmasters " These new hires are special because they can all brew coffee to perfection because of their enhanced senses of smell and vision.

Since 2007, Lemon Tree has hired individuals with a wide range of disabilities and created a fully inclusive workplace. The results are amazing. The hotel chain now hires members of all marginalised groups in Indian society, such as transgender persons, people with physical or intellectual disabilities, widows shunned by their communities, and victims of acid attacks. In actuality, 20% of the company's workers are from underrepresented groups.

5. Encourage diversity on all levels.

Diversity goes beyond simply employing people who fit the stereotype. Companies must go beyond the obvious to have a truly diverse workplace. There are numerous varieties of diversity.

People want to be welcomed, not just tolerated. Organisation surroundings should demonstrate compassion, openness, and celebration of everyone's diversity, both visible and hidden.