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Assess where your team or company is in its journey for hiring and inclusion of persons with disability. To scale and sustain inclusion, look at sustainable practices to maintain focus. Look at hiring and inclusion strategies where different models will help you increase and retain people with disability in your workforce. Policies and procedures at a company level are the critical final step to ensure long term sustenance of your agenda for people with disability.
Take a test to identify the maturity level for your entire organization, your business unit or team in terms of hiring of persons with disability. This is the first step and will help you formulate the right vision, immediate actions and long term action plans.
Assess your maturity level.
See this brochure which explains the different levels of maturity in hiring people.
If your maturity level assessment reveals you to be an “Aspiring Enabler” you have embarked on the exciting and fulfilling journey of hiring persons with disability. Here are a few steps to help you move up the ladder.
If your maturity level assessment shows you to be a "New Enabler" then you have already taken your initial steps towards effective hiring of people with disability. Here are few measures you can take to keep progressing.
If you are a "Promising Enabler" then you have the potential to be a leader in hiring people with disability in your industry or sector. To fill these short gaps, please ensure that the following steps are taken.
Congratulations! You are an "Inspiring Enabler" you are a role model for the other organizations. To remain at the top, ensure that the following measures are taken.
Get started by using the manual below to determine how you can sustain your disability hiring and inclusion.
Download this manual created by DEOC and CII. Page 40 to 55 discusses setting up disability management program. Some of its excerpts are discussed below.
See the best practices from different companies
Find out the different services which you can avail for sustaining inclusion
Analysis of a particular job role (to see the functional aspects of it) is a critical requirement to identify suitable hiring options for persons with disability with the right solution for that role. Titan, SBI, ANZ Bank and Mondelez are some companies that have conducted in-depth job analysis to understand what the suitable roles are for persons with disabilities across all departments in the country. If you want to begin hiring persons with disability, consult a disability expert for job analysis.
See this document on service providers for job analysis.
See this document with systematic job analysis performed by Titan across its locations with service provider
See this document with systematic job analysis performed by Mondelez across its locations with service provider
Have a Single Point of Contact (SPOC) for hiring and inclusion of People with disability is an effective solution to manage all disability related queries. Mphasis, Thomson Reuters, Cisco, Goldman Sachs, Deutsche Bank and Schneider Electric have has sustained focus on inclusion of persons with disabilities through the efforts of their SPOC who are in diversity or hiring teams.
Identify business leaders as evangelists. Get commitment from CEO and top leaders. This top to bottom approach- gets the buy in from managers and decision-makers who will then serve as role models within the organization.
When groups of persons with disabilities work within an organization, there is a strong support system within the company to air grievances and discuss best practices. Few exemplary organizations are Cisco and EMC, IBM and Deutsche bank.
Assigning a buddy or friend to a person with disability ensures social and work related inclusion. Organizations who have employed this system are EMC and ANZ.
The Manager's KRA (Key Responsibility Area) should include disability recruitment & management. Correspondingly, the manager should be evaluated on the basis of his efforts to promote diversity in their teams.
We recommend having handbook which is given to every new disabled employee in print or soft form so that they know what they can ask for if there are issues (accessibility or other) due to their disability. Some indicative points have been mentioned below these need to be tailored as per company requirements.
This is a sample handbook book for any new employees with disability
Many companies have adopted this model for people with physical disability, vision impairment and hearing impairment including Thomson Reuters, UST Global, Mphasis, Deustche Bank and Titan, IBM, Lake Systems, Madura Garments, Accenture and Capgemini.
In this model, companies collaborate with NGO for disability specific training and sometimes with mainstream training company as well for skills development. L&D of the company ensure quality and compliance and company volunteers help in social inclusion. This has resulted in a good pipeline of employable candidates being available with the requisite skills and with good inclusive environment in the company.
In this model the training takes place on the job to ensure that productivity starts from day one. EMC has opened up internship opportunities for people with profound / multiple disabilities.
See this video on EMC's collaborative internship model
EnAble India conducted India’s first Virtual Job Fair in Oct 2015 exclusively for persons with disability. As with other virtual job fairs (aimed at non-disabled candidates), this is an online platform for recruiters to connect with job seekers with disability. This is a convenient and economic method to conduct the first round of shortlisting. This online method of sourcing helps you to reach a large number of persons with disability. The number of participants for the last job fair was 1384. Your organisation can take part in the next Virtual job fair, or host a virtual job fair to cater to a large requirement in your own organization.
See this pdf which explains more about the virtual job fair
Connect with service provider for virtual job fair
Job descriptions must have functional requirements of a task and job advertisements must be accessible to persons with disability. The functional aspects of jobs are the exact physical abilities required to complete a specific job role. Wipro is fostering equal opportunity employment by publishing inclusive job descriptions which are non-discriminatory and enable everyone to apply for these jobs.
Connect with service provider for inclusive job descriptions
Open up your hiring process and include persons with different disabilities. This helps the company to raise the bar! When persons with severe disabilities perform the same jobs as others, we have observed that the overall performance of the organisation is enhanced. The solutions used by persons with disability to work helps people in the company to be more solution oriented. Companies like Capgemini, Redbus, Qikwell, Poundwize, JustEat.in, and EMC hired people with sensory impairments and saw the impact on the mindsets. SAP Labs, Allegis and Accenture hire persons with autism spectrum disorder in roles such as tester, documentation, accounts and back office operations. Oracle, Schneider, Standard Chartered bank, IBM, EMC and other companies have opened up careers for persons with multiple disabilities in functions such as Research and Development, accessibility testing, and more. To ensure maximum productivity, they took advantage of existing employee welfare policies - like work from home options. Look at the post placement page to see how different disabilities can get included and integrated successfully
Creating awareness on disability is a continuous process. It is the pivot around which all the other inclusive measures are taken. Most basic way to create awareness is to have posters at key areas for maximum visibility. Awareness workshops are also effective. Many companies including EMC, Capgemini, ANZ Bank, Northern Trust, HP and Cisco conduct awareness workshops or have assistive technology stalls and demos for their employees.
Awareness can be conducted at various levels. There are generic disability awareness workshops, workshops specifically for leaders, recruiters, training teams or support staff. Peer awareness should be conducted systematically in teams where employee with disability has joined.
Access audits that are conducted by professionals are an assessment of a building or an environment to determine its accessibility to people with disability. Many organizations like Fidelity, Titan, Deloitte and Schneider Electrics have conducted access audits of their premise and made changes to accommodate people with disability.
These service providers will help you assess the accessibility of your premises.
Mphasis, Big Bazaar, Cafe Coffee Day, Cisco, IBM and Capgemini have enabled career growth of persons with disabilities, by doing career mapping. Shell achieved this through a detailed focus group discussion with all their employees with disabilities and EnAble India staff.
See video of Presider- HR of Cafe Coffee Day explaining career progression in her company
See case studies to understand the factors which affect career progression for a person with disability
Recruitment process can be made inclusive by conduct inclusive tests to level the playing field, conducting practical tests, instead of traditional assessments or by modifying the testing requirements
Thomson Reuters allows their visually impaired interviewees to take the assessment test on their personal laptops equipped with screen-reader software. This levels the playing field for visually impaired job seekers. Companies such Northern Trust, Poundwize, and Redbus use practical assessments to ensure their employees are assessed based on job-specific skills.
Companies like HCL and Wipro have adjusted their testing requirements so that people with disabilities are assessed on a wider range of criteria and not just on test results. For example, persons with vision impairment may not be able to answer questions that require visual comprehension. Further, learning languages happens through audio input, persons with hearing impairment face challenges in becoming proficient at languages. To account for it in assessments, use of simple English becomes critical for inclusion. This enables a more inclusive approach to hiring.
An inclusive and adaptive leader
Hence, builds highly motivated and high performance teams
Companies such as State Bank Of India, EMC have understood the value of building inclusive and adaptive leaders and have had training sessions for the same
Formulate a specific policy for hiring employees with disabilities. Initiate special projects or partnerships to encourage the training, employment and/or workplace integration of disabled persons.
Have a mission statement or target regarding the number of disabled employees, types of disabled employees or number or accessible job roles you would like to have in your organization within a given period of time.
Having pre-assigned budgets for various functions ensure smooth and effective functioning of procedures involved in PWD hiring and inclusion. IBM has created a budget policy for reasonable accommodations, which allows managers of persons with disabilities to procure assistive devices for their employees with disabilities. Allocating a budget removes hurdles for hiring managers, and ensures employees are enabled successfully. Capgemini their existing policy to enable employees with disability to use the services of a counselor and get adjusted in their jobs. Mphasis, which had an existing practice of providing loans for the purchase of two wheelers to their employees, extended this loan to allow employees with disabilities to purchase assistive aids and devices.
Check out our resources section for more videos, publications, tools and knowledge base.
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