The Government Perspective On Disability Inclusion

In today's world, where diversity and inclusion have become pivotal aspects of progressive workplaces, the conversation is expanding to ensure that individuals with disabilities are not left behind. Currently, 5-10 per cent of the global population faces some form of disability, spanning across various age groups. Rajesh Aggarwal, Secretary, Department of Empowerment of Persons with Disabilities, Ministry of Social Justice and Empowerment, Government of India, delves into a discussion that now extends beyond physical accessibility to encompass digital spaces, creating an urgent need for inclusivity in both realms.

India's Current Landscape

“As compared to countries like the US or the UK, India is still evolving in terms of physical infrastructure accessibility. Over the past decade, notable improvements have been witnessed, especially in new developments post the Rights of Persons with Disabilities (RPwD) 2016 Act,” says Aggarwal.

Railway stations, airports, buses, and even the retrofitting of older structures have shown a commitment to being disability-friendly. However, the challenge lies in ensuring that this commitment is ingrained from the ground up in all new projects to achieve 80-90 per cent accessibility, especially in the workplace, in the next 5 to 10 years.

Bridging the Divide

The digital age has ushered in a transformation, making it essential for both physical and digital spaces to be accessible to everyone. From buildings and transportation to websites and applications, the need for inclusivity has never been more apparent. The impact is profound; without digital accessibility, individuals with disabilities face limitations in enjoying the physical world. For instance, the inability to use ride-hailing apps may restrict mobility for someone who is blind, underlining the interconnectedness of digital and physical accessibility.

Addressing the issue from a government perspective, Aggarwal highlights, “There has been notable progress in physical infrastructure, especially in new constructions. The last decade has witnessed an improvement in railway stations, airports, buses and other public spaces to become more disability-friendly. However, the journey is ongoing, with retrofitting initiatives focusing on both physical and digital spaces. It has become even more imperative to incorporate physically accessible equipment at organisations.”

Addressing Mental Health

In the pursuit of inclusivity, the conversation must extend beyond physical accessibility to encompass mental health. Children with intellectual disabilities face unique challenges, requiring advocacy from parent groups. Additionally, the surge in depression cases, especially among school and workplace environments, demands attention. Autism rates have seen a significant rise, posing concerns, while the stigma around mental health is gradually diminishing. Companies are adapting by hiring part-time psychologists to support employees, recognising the increasing prevalence of mental health challenges.

Collaborative Efforts

Collaboration has emerged as a cornerstone in the journey toward inclusivity. While legal measures can be employed, a collaborative approach between government bodies, regulators, disabled community groups and corporations has shown significant progress.

“The alignment of efforts has driven positive changes. Efforts from ministries, state and local governments, disability community groups, and corporate entities have shown progress in making workplaces more inclusive. New infrastructure projects are aligning with accessibility standards, marking a positive shift in mindset,” adds Aggarwal.

Advice for HR Leaders

For HR leaders championing inclusion, the journey involves recognising the value that people with disabilities bring to the workforce. “Studies show that organisations benefit in various ways when they hire individuals with disabilities, from improved work culture to lower attrition rates. Companies like Reliance, Accenture, Flipkart and Amazon are leading by example, employing thousands of individuals with disabilities. The economic sense of hiring people with disabilities becomes evident over time, urging corporate leaders to take a leap of faith and embrace inclusivity.”

Creating an inclusive workplace for people with disabilities involves a multifaceted approach, encompassing physical and digital accessibility, mental health support and collaborative efforts between the government, industry and organisations. As companies continue to recognise the economic and cultural benefits of inclusivity, the journey toward truly inclusive workplaces gains momentum. By fostering an environment where everyone, regardless of ability, can contribute and thrive, organisations can pave the way for a more equitable and diverse future.