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Accessibility in action: Key strategies to implement PwD inclusion at the workplace
As organisations examine their practices for disability inclusion, a change in hiring practices and creating the right company culture is bound to make a significant difference
soft found that while 89% of people want their organisation to be inclusive to those with intellectual disabilities, only 29% expressed no concerns about hiring someone with an intellectual disability. Closer to Asia Pacific, a 2020 Kantar survey By Asmaani Kumar commissioned by Special Olympics Asia Pacific found great many people live that while 81% of people with disabilities of surveyed across seven Asia some kind. But they Pacific countries felt that don’t always have the oppor- PWIDs are able to work in a tunity to work with those paid position, 60% perceive disabilities, often because them to need a lot of help in employers misunderstand the workplace,” said Dipak the nature of their needs and Natali, President & Managare reluctant to include them ing Director, Special Olymin the workforce. “According to a 2021 report from the United Nations Economic and Social Commission for Asia and the Pacific, there are nearly 472 million persons with disabilities within the APAC region. Additionally, a global study by Skill-
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pics Asia Pacific in a exclusive interaction with People Matters. Citing how these numbers point out the challenges that continue to remain in the disability inclusion landscape at the workplace across APAC, Jaya Virwani, EY GDS Ethics and Diversity, Equity and Inclusiveness leader said, “There’s so much work still to be done.” Although organisations are investing in bringing to the table a number of tools, technologies and policies to drive the diversity agenda, Natali rightfully pointed out an important lesson for the
There is a difference between meaningful employment versus hiring to meet a diversity quota – and existing policies will need to change for companies to truly be an inclusive space for PwDs to work in
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| March 2022
