Several organisations have diversity and inclusion programmes, which includes hiring persons with disabilities, too. As part of this, the organisations set up ramps, elevators and special toilets for such employees. However, creating an inclusive workplace for persons with disabilities goes beyond these parameters.
Persons with disabilities and the activists who work with them told TNM, their concerns begin at the interview stage itself. For instance, a person who is deaf fears if he/she will be given an interpreter during the interview. If there is a test as part of the interview process, a person who is blind will wonder if he/she will be given a keyboard with special software, a screen reader or a question paper in Braille. This apprehension extends to persons who have an invisible disability – like dyslexia, or a blood disorder – as well.
“The biggest apprehension that a person with disabilities has while going for an interview is whether they will have equal opportunity,” says P Rajasekharan, co-founder of V Shesh, which helps people with disabilities find employment.
“Assuming a person who uses a wheelchair cannot travel is one of the biases most people have, or a person who is blind would not be able to work on a computer at all. These biases actually impede what a person can bring to work,” says Rajasekharan.
When a person with disability is hired, the company must ensure the employee has access to reasonable accommodation, which goes beyond just ramps and special software-enabled keyboards.
Reasonable accommodation refers to modifications or adjustments to a job or work environment to accommodate the varying needs of persons with disabilities. This also means giving extra leaves to a person who needs to go for blood transfusion, or extra bathroom breaks for a wheelchair-user or a person with visual impairment.
The employer should also ensure that everyone in the team understands that this is not a “special treatment” – but in fact, simply an accommodation to ensure that a person with disabilities can perform at the same level as an able-bodied person.
The Rights of Persons with Disabilities Act, 2016, also talks about certain laws that private companies must comply with to create a disabilities-friendly workplace. It mandates to:
Formulate an equal opportunity policy and display it on the company website or in a visible area at office
Appoint a liaison officer to supervise the recruitment
Maintain records of the number of employees with disabilities, their details and the facilities provided
Make physical and digital infrastructure at workplace and transportation fully accessible
Non-compliance could result in a fine of upto Rs 10,000, and Rs 5,00,000 for subsequent non-compliance.
There are organisations that have a strong inclusive work culture - like, Echoes, a cafe that has persons with hearing impairment, and Vindhya E-Infomedia Pvt Ltd, a BPO where more than 50% of the employees are persons with disabilities. And these companies have made it very clear that what they’re doing is not for charity.
Watch here:
Here's the full transcript:
Mohamed Feroze is a Market Data Analyst in Bengaluru. He is also Deaf, and cannot speak. And landing this job, for him, is a dream.
Feroze: (Translated with the help of an interpreter) I work at one of the top MNCs where we are working inclusively... but sometimes, I still feel lost.
Many organisations have diversity and inclusion programmes, through which they try to hire persons with disabilities. But beyond just hiring, what does creating an inclusive workplace for persons with disabilities mean?
The first hurdle: Hiring
Will a person who is deaf be given an interpreter during the interview? If there is a test as part of the interview process, will a person who is blind be given a special keyboard, or a question paper in braille? And, if the person has an invisible disability – like dyslexia, or a blood disorder – should they even disclose this to the employer before the interview?
Rajasekharan, Co-founder, V-Shesh: "If I disclose, I may not even get an interview opportunity. If I don't disclose, maybe, since a lot of organisations specifically are looking for diversity by hiring persons with disabilities and increasing the disability headcount, I may get the chance. Besides hiring, it is also important to pay attention to career progression. Some years ago, it used to be a charity or CSR based approach towards hiring. But they lose track of the need to promote..."
Rajasekharan: “The biggest apprehension that a person with disabilities has while going for an interview is whether they will have equal opportunity.”
Discrimination vs Equal Opportunity
Rajasekharan: Assuming a person who uses a wheelchair cannot travel is one of the biases most people have... or a person who is blind would not be able to work on a computer at all. But assuming that person cannot travel means you are having a bias and that person does not get the opportunity. The person sometimes gets a desk role, which is not what that person wants. So, making a decision on behalf of the person is, what I would call, the indirect form of discrimination. These biases actually impede what a person can bring to work."
Feroze: (Translated with the help of an interpreter) "It was easy to get along with my first team of colleagues. I taught them sign language, and even had a good rapport with my manager. But after two years, I took up another work process, which meant a new team as well. I had to teach them sign language again so that they could explain the work to me. But there was a communication gap... “Many of my colleagues don’t approach me for anything other than work, and this makes me sad.”
Reasonable accommodation
A wheelchair user needs a ramp, a person with visual impairments needs a special keyboard. But when we talk about “reasonable accommodation” – it goes beyond that.
Sharmila (name changed) was 26 years old when a boulder fell on her back and injured her spinal cord. As a person who developed a locomotor disability a few years ago, she was not aware of her rights at workplace or what were the accommodations she could avail, besides transportation.
Sharmila: "When I was being interviewed, the HR did not explain what facilities were availble to me, so that I can understand. Getting the job at a major MNC itself was a big source of happiness, so we won't be able to ask what facilities are available to us."
Sunil Kumar, Associate Manager, Vindya (Condition: A form of muscular dystrophy): "Persons without disabilities can easily reach the restroom on another floor or 50 meters away on the same floor in 10 to 20 seconds. For me, it will take at least one minute to reach there... Then I need to go in, attend to my needs… it will at least take another 3 to 4 minutes for me."
Sometimes, reasonable accommodation means giving extra leaves to a person who needs to go for blood transfusion. And it’s not just about the boss: the employer needs to ensure that everyone in the team understand that this is not a “special treatment” – but in fact, simply an accommodation to ensure that a person with disabilities can perform at the same level as an abled person. All these things are mentioned in the Rights of Persons with Disabilities Act, 2016.
What does an inclusive workplace look like
We’re at Echoes, a cafe in Bengaluru that has your usual sandwiches and coffee and cakes on the menu. However, what’s different about Echoes is that most of their employees are persons with hearing disabilities.
Karthik Sagiraju, Co-Owner, Echoes: "Initially, when we started, they (employees) were sceptical. They didn't know how customers would react and understand what they would say. That's why we introduced an ordering system, where it won’t be difficult for the customers and staff (to interact)... Each food item on the menu has a code, like A1, B1, etc. They can either show it in sign language on the board or write it on the paper. And for any other small signs like 'Thank You', we have put the signs on the menu."
Vindhya E-Infomedia Pvt Ltd meanwhile is a data entry and call centre where 50% of the employees are disabled. And the company is very clear that what they’re doing is not charity.
Nanaiah Pattada, Director, HR Department, Vindhya: "Why should it be a CSR initiative when you have people with MBAs and BComs, chartered accountants, auditors, experts in Microsoft Excel. (05:52 to 05:59) Where is the disability factor? Except that they can't walk? or can't see? Is that a disability? NO! It's just that we need to look at it from a different perspective.
Netra, Team Leader, Vindhya (Condition: Partially blind by birth): "I came to Vindya in 2015. First job interview, and first job. [Fade voice… [Visual of Netra working] I learned four languages. I have the confidence to sit and speak like this now. Today, I am the team leader here.”