A robust onboarding process ensures that special infrastructure needs of the differently abled are addressed right upfront - be it provision of screen-reading software for the visually challenged or one-handed key boards for those facing upper limb disability. For instance, video-based training modules for employees in housekeeping, food & beverage sections have been enhanced with the use of Indian sign language.” At Deutsche Bank, diversity and inclusivity (which also covers the differently-abled) is an important agenda for the board. The training formats are customised to meet their needs. Explains Rajesh Kumar, VP (HR), “Such a commitment requires substantial investments in training and refresher modules, as the differently-abled are vulnerable to being left behind over time. Currently, it has more than 500 differently-abled employees (13% of its total workforce) employed across functions. Specially attuned training programmes are run for such employees to enable them to develop resort hospitality skill sets.” Lemon Tree Hotels has always been an equal opportunity employer. Through a special recruitment programme, we reach out to organisations that work for empowerment of the differently-abled. Pratik Roy, chief human resource officer, Mahindra Holidays, says, “We have a structured hiring policy. Nearly 60 differently-abled employees are working across resorts as front-office operators, spa therapists, electricians and plumbers, gardeners, kitchen staff and housekeeping staff, to name a few instances. Now he is gainfully employed with Mahindra Holidays & Resorts as a senior service facilitator in the purchase department. Anwar, a hockey player and Paralympic athletics champion, once had to sell his medals to sustain himself and family. “It’s unclear whether the private sector that receives any kind of incentives from the government will have to meet this employment target,” adds Shroff.Ī few companies in India, including non-MNCs, are equal opportunity employers - others may now be prompted to follow suit. While no employment reservation quota has been fixed, the disability law calls upon the government and local authorities to provide incentives to private sector employers to ensure that at least 5% of their workforce comprises differently-abled. This step taken by the government will ensure that our employment standards are in line with international norms,” says Vikram Shroff, head (HR law practice), Nishith Desai Associates. Employers will need to revamp hiring practices and modify their HR policies. “These developments have taken the private sector by surprise, even as several MNCs have had an EOP, which was also extended to employees in India. Employers need to ensure that there is no discrimination and provide necessary training and infrastructure facilities to enable their differently-abled to function effectively. There are many additional requirements - organisations having more than 20 employees need to appoint a liaison officer to oversee recruitment and provision of facilities for the differently-abled. A copy is also to be registered with the relevant authorities.
The policy is to be displayed on the employer’s website or at conspicuous places in the work premises. From June 15, all employer organisations need to adopt an ‘ Equal Opportunity Policy’ (EOP) containing details of amenities that will be provided to their differently-abled employees.
So far, for creating an inclusive society, the government had concentrated on its organisations and PSUs, but this approach has changed. Mumbai: India Inc has been nudged to be more inclusive when it comes to hiring and retaining the differently-abled as ‘ The Rights of Persons with Disabilities Rules, 2017’ - which came into effect last month - also casts certain obligations on private sector employers.
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