Overcoming bias against individuals with disabilities in corporate India isn’t just about ticking boxes or following policies; it’s about changing our mindset and how we approach inclusivity. Even though the Rights of Persons with Disabilities Act covers 21 different disabilities, many people aren’t aware of what it entails, which can lead to misunderstandings and biases. To tackle this, we need to address the issue comprehensively at different levels within an organization.
At the organisational level, several steps can be taken to foster inclusivity and awareness. One effective strategy is to host fireside chats and sensitization programs where individuals from the disability community share their stories. These sessions can break down stereotypes and foster empathy among employees. Additionally, ensuring that both physical and digital infrastructures are accessible to all is crucial. This involves installing ramps, Braille signage, screen readers, screen magnifiers and other assistive technologies. By making these changes, organisations can ensure that everyone, regardless of their abilities, can navigate the workplace comfortably.
Regular training sessions are also essential. These sessions can educate employees about different disabilities and teach them how to interact and support their colleagues. This not only reduces unconscious bias but also promotes a culture of inclusivity. Moreover, clear policies that support the inclusion of individuals with disabilities should be established, communicated and socialized effectively. These policies need to outline the accommodations available and the support mechanisms in place for employees with disabilities.
For organisations just starting on this journey, a phased approach works best. Begin by making the physical and digital spaces accessible. This way, the workplace is welcoming right from the start. At the same time, start hiring individuals with disabilities and provide them with the necessary support to integrate smoothly. As you gather success stories, share them within the organization. Highlighting the achievements of employees with disabilities can inspire others and show the value professionals with disabilities bring.
On an individual level, awareness starts within. Everyone, especially leaders, should engage with resources like TEDx talks, movies, series and documentaries that sensitively portray disabilities. This helps in understanding and empathizing with the experiences of people with disabilities. It’s also important to recognize that making mistakes is part of the learning process. Overcoming hesitation and ensuring that actions are driven by a genuine effort to understand and support, rather than by bias, makes a significant difference. Leaders should model inclusive behavior and champion the cause of disability inclusion, setting an example for others to follow.
Historically, disabilities have been viewed through the medical model, which focuses on the individual’s impairment and how to treat or manage it. While this approach has its place, it can be limiting because it often sees the person as a problem to be fixed. The social model, on the other hand, suggests that societal barriers are the main contributors to disability, emphasizing that changes in the environment and attitudes are necessary to accommodate everyone. Due to lack of necessary infrastructure and mindset, what we consider as a ‘reasonable accommodation’ in India are basic human rights in several countries.
Moving beyond, adopting psychosocial model and intersectional identity model help embrace the identity and can lead to even deeper understanding and inclusion. The identity model embraces disability as a positive identity and a unique form of diversity. It encourages people to see disability as an integral part of human diversity, much like race, gender, or sexual orientation. This model promotes the idea that individuals with disabilities bring unique perspectives and strengths to the table, enriching the workplace with their experiences and insights.
The psychosocial model considers the psychological and social impacts of disability, emphasising mental health and well-being. It recognizes that people with disabilities may face significant emotional and social challenges and the support should be holistic, addressing both physical and psychological needs. This model highlights the importance of creating supportive environments where individuals with disabilities can thrive, not just survive.
The truth is that anyone can become part of the disability community at any time due to illness, aging or an accident. Also, there is a need to understand that including individuals with disabilities is not an act of charity or favor. Instead, it’s about recognizing their inherent value and potential. By fostering a more inclusive and equitable workplace, organizations can benefit from the diverse perspectives and strengths that individuals with disabilities bring.
Shifting the narrative around disabilities isn’t a one-time effort but an ongoing journey requiring dedication at all levels. By raising awareness, providing necessary accommodations, and shifting perspectives, we pave the way for a workplace that values diversity and inclusion. This transformation does more than benefiting individuals with disabilities; it enriches the entire organization. Through collective commitment, we can ensure that inclusion is a fundamental principle, not just a policy.
