Can and able: Integrating persons with disabilities into corporate India

A curated webinar by the Global Diversity, Equity and Inclusion Alliance on International Day of Persons with Disabilities recently drew pertinent observations from an illustrious panel as they delved into the topic “Reality Check: What’s Stopping Companies from Hiring from the PwD Resource Pool”. On the panel were esteemed speakers Deepa Malik, Paralympian and Khel Ratna, Padma Shri and Arjuna awardee; Moses Chowdari, Executive Director of EnAble India; and Justin Vijay Jesudas, an International Para-athlete who has won accolades in swimming and rifle shooting. How can we do better as stakeholders in large organisations, and society at large, to include PwDs into corporate India? That was the question that needed addressing and the conversation led to some incredible insights. Here are the takeaways:

The economic imperative of inclusivity

“When opportunities meet great facilities, we see great outcomes from society,” began Deepa Malik, a person who has dedicated her life to finding and creating spaces for PwDs in India. With over 40 million PwDs, 50 percent of whom are employable, India is losing out on a possible increase in GDP by 4-5 percent. If these numbers are not compelling enough, Malik drew parallels between disability and poverty—a vicious cycle that India needs to break free from. In her approach, Malik advocates for an accessible recruitment process, stressing the use of clear language and alternative formats to ensure inclusivity. She underlined the imperative for workplaces and physical environments to adapt and become more flexible and accessible to PwDs. Moreover, she advocated for accommodating work hours that cater to diverse needs, contributing significantly to a more inclusive workforce.

Creating inclusive work environments

Moses Chowdari, opening up about his life as a visually impaired individual, humorously shared his profound insight: “Growing up, I was always told music is the only option.” Reflecting on his remarkable personal and professional journey, Chowdari highlighted his work with EnAble India and his personal triumphs, emphasising a core belief—that there exists a substantial business case for organisations to actively engage and employ PwDs. He said, “It’s not just a good thing to do; it is a business imperative.” Highlighting the stark reality, Chowdari pointed out that only 1 percent of the top five Nifty-50 companies in India currently include PwDs in their workforce. He stressed the urgent need for a transformation, advocating that it falls upon all of us to drive this change, even if it necessitates focusing on the tangible, profitable benefits an organisation stands to gain by embracing inclusivity. For this to happen, organisations need to step up and recognise the untapped potential and invaluable contributions that PwDs can offer, not just from a moral perspective, but also as a strategic advantage in the corporate world.

Redefining census figures and workplace equity

Justin Vijay Jesudas challenged the reliability of census numbers. He said the reported count of 30-40 million Persons with Disabilities (PwDs) in India significantly underestimates the actual figures. He suggested a potential range of 90-130 million PwDs in the country. Labelling India’s recent growth as ‘non-inclusive’, he pointed out that merely one-third of the entire population currently has a livelihood, and that primarily within the unorganised sector. Thus, tapping into the real potential of PwDs remains a pipe dream.

Jesudas emphasised that achieving workplace equity stands as the only solution to integrating PwDs effectively, emphasising that without it, progress would be superficial at best or “just scratching the surface”. Stressing the critical nature of this issue, he highlighted the exorbitant cost of exclusion, summarising, “Every year we are losing close to $150-200 billion.” This staggering figure underscores the urgent need for comprehensive measures to ensure inclusion, recognising that the future prosperity of the nation hinges on embracing the potential and contributions of PwDs within the workforce.

Cultivating empathy and understanding

Sensitising companies about the significance of integrating employees with disabilities is a pivotal step in fostering inclusivity. The organisations that substantially invest in them not only stand to gain optimal returns but also create an environment of equity. Engaging in activities such as accompanying a PwD to a movie can significantly contribute to learning about disabilities and understanding the correct ways to interact in a non-threatening setting. This kind of experiential learning aids in familiarising individuals with disabilities, making it easier to integrate them into a work environment. When employees engage in such activities voluntarily, it cultivates empathy and knowledge, thereby diminishing the perceived challenges of including PwDs in a team. The experience ceases to seem insurmountable and instead becomes a natural extension of a supportive and inclusive workplace culture. This hands-on approach to understanding disabilities in everyday settings serves as a bridge to creating a more welcoming environment for PwDs within companies. “The visceral acceptance of the disabled population has to happen or any number of initiatives by the organisation will fall flat,” said Jesudas.

Upskilling and assistive technologies

Upskilling on the job instead of relying on an underdeveloped education system for PwDs proves to be a greater investment, said the panelists. Training on the job, and not just hiring on the basis of degrees, is crucial in addressing this need, said Malik. Jesudas drew inspiration from his association with the TTK Center for Rehabilitation Research and Device Development at IIT Madras where work is being done extensively on assistive technologies—standing wheelchairs or wheelchairs on mobile scooters being a few examples. It helps bring user-centricity to the products they build when they have PwDs on the team, he said. Their upskilling endeavours extend to teaching users the right way of using assistive technology. “Livelihood creation is possible at various layers and the possibilities are endless,” he said.

Moving forward: Embracing change

There is a ‘zero-error’ factor at play when it comes to hiring PwDs. Organisations feel that they may not succeed in providing equitable opportunities for the PwD hires which may later create further problems for the organisation. This results in companies shying away from PwD hiring, said Malik. Things, however, are looking brighter as she said, “we are at the cusp of change”. More people need to come out and share their narrative to be in complete control of it and this decade has been more about equity and equality. “Mistakes are there to be learnt from. The aviation industry can’t stop PwDs from flying in the future because of one mistake they may have made with one person,” she said. The session ended on a great note that Malik’s father shared with her—“Merge to emerge”. As more PwDs perform to the best of their abilities in whatever vocation they choose and workplaces strive to become more inclusive, the narrative will continue to change for the positive.