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Sustainable practices

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.

  1. 1
    Job Analysis
  2. 2
    Have a SPOC
  3. 3
    Role Models
  4. 4
    Committee/council/employee resource group
  5. 5
    Buddy System
  6. 6
    Performance appraisal of managers/team leads
  7. 7
    Employee Handbook

Step 1 - Job Analysis

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.

Job Analysis and Job Matching Services

See this document on service providers for job analysis.

Job mapping at Titan

See this document with systematic job analysis performed by Titan across its locations with service provider

Job Analysis at Mondelez

See this document with systematic job analysis performed by Mondelez across its locations with service provider

Step 2 - Have a SPOC

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.

Step 3 - Role Models

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.

Step 4 - Committee/council/employee resource group

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.

Step 5 - Buddy System

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.

Step 6 - Performance appraisal of managers/team leads

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.

Step 7 - Employee Handbook

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.

Handbook for Employees with Disability

This is a sample handbook book for any new employees with disability

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