Employment is about self-expression. For disabled persons, it is an expression of their inherent abilities, dignified acceptance in society and normalisation of their lives. However, in the past, while some have struggled to find decent jobs, others have faced the axe owing to their disability. A minority of social intellectuals and activists working for the rights of the disabled have vociferously challenged exclusionary and stigmatising social processes that hinder growth and progress of people with disabilities. And, over the years, there has been a perceptible change among the people towards persons with disabilities. Many top companies have also thrown open their doors for the differently-abled persons, giving birth to the concept of disability-friendly workplaces.
Being ‘disability-friendly’ implies accommodating the wide-ranging needs of these workers, enhancing their accessibility requirements and ensuring a more inclusive and productive work environment. It can also extend to providing flexibility at the workplace, in terms of part-time work or compressed work schedules, which can help them manage their needs better.
Commitment to provide equal opportunity
Industry observers believe organisations that incorporate disability matters in corporate diversity policies create a healthy ambience at workplace. It often leads to superior leadership, greater innovation and higher productivity. Many companies have started to underline their commitment to providing equal opportunity to people with disabilities in their recruitment policies.
To assert the company’s commitment towards its diversity initiatives, France based world’s leading hotel operators Accor made a formal declaration in 2007 to combat discrimination at the workplace. In the declaration, the company pledged to fight all forms of discrimination based on ‘origins, gender, family situation, health, disability, beliefs, political opinions, union activity, ethnic preferences, nationality, race, or religion’.
Cisco Systems Inc. commits to ‘recruit, promote, reassign, and train people regardless of race, colour, religion, gender, sexual orientation, age, disability, or nationality’. Ernst & Young’s commitment to shun discrimination is underpinned by a comprehensive policy statement to ensure that employees are not treated unjustly on the grounds of ‘sex, marital status, race, ethnic and national origin, disability, religion, sexual orientation, age and trade union membership or non-membership’. Japan-based Honda Motors’ policy states that the company will not display favouritism on the basis of ‘place of birth, nationality, beliefs, religion, sex, race, ethnic origin, age, physical or mental disability, legally protected medical condition, hobbies, education, or status within society’. IBM cites the disability factor in a number of company policies, such as global employment standards policy, workforce diversity policy and diverse business relationships policy among others
Accomodating the disabled
Disability represents wide array of conditions with different peculiarities that require unique accommodation. Accommodating persons with disabilities is a challenge that can yield fruitful results. For instance, people with hearing impairment may require sign language interpretation, while persons with other impairments do not. Similarly, visually-impaired people need Braille. Impairments are not constant and differ from one person to other, and even the degree can change over the course of employment, so employers need to accommodate them accordingly.
However, work-related challenges resulting out of complex economic and social processes demonstrate the changing circumstances that can hamper the prospects for people with disabilities.
Benefits of disabled friendly workplace Reams of research on the benefits of disabled-friendly workplaces have found that persons with disability often make better employees. Recruiting the differently abled can improve the image of the organisation in society and strengthen the employer brand. It leads to higher morale of workers, which in turn reflects in the productivity and performance.
Persons with disabilities are perceived to be more reliable and committed to the organisation, resulting in higher retention rates and relatively low costs of training and development. Hiring disabled persons, more importantly, means promoting a diverse workforce.
Top companies with disabled friendly environment
Many top companies have realised that persons with disabilities represent an untapped source of skills and talent. As productive, dynamic, and loyal employees, they are an asset to the organisation.
IBM recruited its first employee with disability in 1914. After that, it employed many disabled veterans of the World War I. Among the slew of measures taken by company to create a disability friendly workplace includes establishing a training centre in New York for disabled people in 1943. In 1972, in collaboration with the U.S. government, IBM started a computer teaching and training programme to offer job-oriented training to people with physical disabilities.
UK-based leading retailer of clothing, food and home products, Marks & Spencer works actively with many organisations to offer job opportunities to persons with disabilities. In 2004, the company launched Marks & Start, a work experience programme designed for jobless youth, homeless, destitute and disabled persons.
Microsoft’s CrossDisability Employee Resource Group (XD-ERG) represents employees with disabilities such as hearing impairment, visual impairments, attention deficit hyperactivity disorder, and dyslexia. Its prime objective is to enable employees attain their full potential through adequate representation, inclusion and accommodation, and contribute to society
For Nokia, diversity is a critical component of business operations. Its largest factory in Hungary is taking the lead in hiring people with disabilities in partnership with many non-governmental organisations.
For Sodexo, the initiatives for the welfare of persons with disabilities vary from country to country. However, the goals and objectives are same – to enhance the efficiency and productivity of persons with disabilities by providing the requisite training and workplace accommodations. In the United States, Sodexo has established a Disabilities Task Force to raise awareness about disabilities within the company.
The way ahead
Organisations in India need to walk the talk to pave the way for disability-friendly workplaces and promote an inclusive culture and diversity. The top management must show far-sightedness and commitment. The disability clause should be categorically enshrined in the policies, procedures and practices of organisations. There should not be any kind of prejudice or discrimination on any ground, and workers with disabilities must be employed at all levels of the organisation.
It is also important to educate employees about disabilities, and provide training to disabled employees to help them realise their full potential. Hiring and selection procedures should be non-discriminatory and employers must show willingness to provide help to individuals with disabilities during the hiring process.
