Our honourable prime minister has time and again focused on inclusive growth for better development. While due to the government’s efforts, the condition of differently abled people has improved drastically in the public sector, their condition is still very bad in the private sector.
Over 85% of differently abled individuals remain employed in the unorganised sector, often without adequate infrastructure or protections. Let us discuss why accessibility is still a challenge and how we can ensure the inclusion of differently abled people in the mainstream.
Accessibility is Still a Challenge
Many public and private offices are not easily accessible by differently abled people as they lack physical and social infrastructures like ramps, sign language interpreters, etc. Most corporate offices either do not want to hire a differently abled person or provide the necessary infrastructure for them, mainly due to low productivity and increased infrastructure cost simultaneously.
Stigma and Bias Exist in Workplaces
There is a general conception among people that differently abled people are not as productive as other employees, and accommodating them can be both challenging and expensive. This narrative is completely false. In fact, studies have shown that they are more loyal, focused and committed.
All they want is a proper environment where they can grow properly. Private and public offices need to ensure that they are treated equally. They should be promoted based on their performance and not on their disability. Fostering genuine interactions and sharing conversations, meals, and laughter can significantly reduce feelings of isolation among disabled employees.
Representation of differently-abled people is still missing
While differently abled people have been able to get low-level jobs, their representation at higher levels or in leadership roles is still missing. Only 34% of companies in India have a disability inclusion policy. Many talented candidates do not even get promotions, which leads to the mental deterioration of such people. Alma, as a mental health coach, has always stood by persons with disabilities (PWD) in their quest for inclusion and a better life.
Their limited representations send the wrong signal to the differently abled community. While they should be adequately represented, they should also work like other employees. No exception should be given to them. We are talking about inclusion here and not exception.
Poor Mental Health due to Isolation
Due to their disability, many private and public offices do not give them the opportunity, so they suffer silently. This often becomes one of the causes for their isolation. They are not different from us. But we ensure that we make them feel different.
Offices that have hired these people need to pay special attention to them. They need to have a counselling team that counsels them often. Their colleagues should also ensure that they do not leave them alone. They should sit with them, laugh and share lunch.
How Can We Ensure Their Inclusion in the Mainstream?
- Listen to them properly: We must listen to them carefully. They may want to discuss something, maybe about their personal life or professional life.
- Create an inclusive environment for them: We must not let them feel that they are disabled, and that they are different from us. We must create an inclusive environment for them.
- Train your employees: Public and private offices should properly train their employees on how they should talk to or behave with a differently abled employee.
- Celebrate Diversity: Employers and employees should celebrate diversity. People from different genders, castes, races, or even disabilities should be celebrated. Alma very rightly says, “I don’t place ‘Dis’ in my ability.” Differently abled people are special. They don’t need sympathy. All they need is equal opportunity.
- Run awareness programmes: Awareness programmes are very important as they provide a ladder towards inclusion. Learning about disability programmes will help people better understand their differently abled colleagues.
How Alma is Fighting this Narrative
Alma, who has also recovered from cerebellar ataxia, can feel the pain of differently abled people. She advocates for an inclusive work culture where the work of differently abled people is seen, heard and valued. Therefore, she is every now and then invited by corporate offices to encourage and motivate their differently abled employees.
She often collaborates with HR and the management to design policies that are inclusive. She also encourages companies to hire persons with disabilities (PWD) for all posts so that they can also show their talent. According to Alma, inclusion is more than just accessibility. It is about dignity and opportunity.
Final Thoughts
Most people have this general conception that differently abled people need some sort of sympathy. No, all they want is an equal opportunity, support and representation in their company. Alma also invites like-minded organisations to come and collaborate in her objective of an inclusive workplace.We often get calls from corporate offices to motivate and encourage their differently abled employees. Many Indian inspirational speakers have raised the issue of their under-representation in workplaces. We can together make the corporate offices accessible to them. Call Alma to your office today to give hope and strength to your employees.
