Publish date:

• 21st August, 2021

“Diversity & Inclusion needs to be something that every single employee at the company has a stake in.” —  Quote by Bo Young Lee, Uber’s Chief Diversity and Inclusion Officer.

What do Lemon tree hotels, Mirakle Couriers, Café Coffee Day and Jubilant FoodWorks have in common? Yes, you guessed right. They are all Indian companies who have taken a leap of faith and made hiring of people with different abilities . Be it 2 or 200 people, these companies are torch bearers of an inclusive workplace where there is a place for all to work together in harmony.

Diversity in workplace is not an act of favour to different segments of society. It is in the interest of the company, however small and in whichever domain to onboard people from different segments, as the benefits and ROI are testimony to the advantages of going inclusive. In this blog, we address the issue of companies becoming inclusive by making internal changes to hire people with different abilities. Let's read about them.

Below we have listed some great ways that companies can create a culture of inclusivity:

• The company needs to be committed to the idea and ensure that it is followed up by concrete action, and enshrinement in company culture & values.

• Human Resource needs to be pro - active and set goals / measurables for themselves to ensure that the company stays on track at all times.

• Enforce Positive discrimination by selecting the differently abled for posts that are suitable for them , at times over candidates who may be better qualified then them

• Graded ramps for wheelchairs. Doors open with a switch, relocation of door swiping equipment, smooth passage inside the buildings,  and handrails on all ramps.

• Ensuring a culture of no - harassment /bullying in office and taking strict action against defaulters and set an example to the rest of the office.

• Revamping the washrooms to allow lower wash basins, a wheelchair friendly toilet stall and doors widen enough to allow wheelchairs to pass through smoothly.

• Onboarding various equipment like Braille keyboards, ergonomically suitable workstations, getting new suitable machinery that can be used by people with limb disability etc

• An ergonomic specialist present can be contracted for a period to examine the issues with workstations that the differently abled may face. Workstations need to be revamped to meet the needs of all personnel.

• Medical facilities and a nurse stationed in the office.

• Sensitisation and diversity training course for all employees to be open, encouraging, supportive of their co-workers.

• Sign language to be taught to all employees, if the company is hiring the hearing impaired.

• Ensuring a barrier free office complex at all levels.

• Elevators and ramps connecting various floor levels